Compensation Analyst, HR​/Recruitment

Position Summary

A key contributor to the Human Resources team, the Compensation Analyst participates in the design, implementation, and administration of compensation programs that are competitive, equitable, and aligned with Casella Waste Systems, Inc.’s strategic and workforce objectives. This position provides expert, data-driven guidance to core and field-based HR partners and leaders by evaluating roles, analyzing market data, and supporting consistent, compliant pay decisions that enhance Casella’s ability to attract, retain, and motivate a diverse, high-performing workforce.

Through disciplined governance and system integrity, the position ensures compensation practices effectively support enterprise performance in a complex, multi-state operating environment.

Hiring Range - $75,000 to $105,000 annually based on experience, education, and skills.

This position requires a daily in-person presence at our Home Office in Rutland, VT

• Administers compensation programs, policies, and structures to ensure alignment with Casella’s compensation philosophy, workforce strategy, and regulatory requirements.
• Evaluates and analyzes jobs through structured job analysis and job evaluation methodologies to support internal equity and role clarity across the organization.
• Conducts market pricing and salary benchmarking by participating in external compensation surveys and analyzing relevant labor markets.
• Provides consultative guidance to regional HR managers and managers on salary recommendations, job classifications, pay changes, and pay equity considerations.
• Analyzes compensation and workforce data to identify trends, discrepancies, risks, and opportunities for improvement.
• Administers annual compensation cycles, including merit increases, market adjustments, and equity reviews, ensuring accuracy, consistency, and governance adherence.
• Develops and delivers reports, dashboards, and presentations that translate data into actionable insights for leadership decision-making.
• Maintains compensation databases and documentation, ensuring data integrity, confidentiality, and audit readiness in partnership with HRIS and Payroll.
• Ensures compliance with federal, state, and local compensation-related laws and internal policies, supporting transparency and fairness.
• Contributes to cross-functional initiatives and projects that enhance compensation program effectiveness, scalability, and continuous improvement.

Nature & Scope

The Compensation Analyst reports to the Director of Human Resources Operations, along with the Benefits Manager, Leave Administration Manager, and HR Analyst. The role collaborates extensively with Talent Acquisition, Regional HR Managers, HR Business Partners, Payroll, HRIS, Finance, and operational leaders across Casella’s multi-state footprint, supporting both corporate and field-based employee populations.

The scope of accountability includes the ongoing administration, analysis, and refinement of base pay programs that support a geographically dispersed and operationally diverse workforce. The role is accountable for conducting job evaluations, market pricing, and compensation analyses that ensure internal equity, external competitiveness, and compliance with applicable wage and pay equity regulations. The Compensation Analyst applies independent judgment within established frameworks, exercising discretion when evaluating roles, interpreting market data, and recommending salary actions that balance workforce needs with financial discipline.

The position has a direct enterprise impact on Casella’s talent attraction, retention, engagement, and cost management by ensuring compensation practices are applied consistently and equitably across locations and job families. At the senior level, the role expands to leading components of enterprise-wide compensation initiatives, identifying systemic risks or gaps through advanced analytics, influencing policy and program enhancements, mentoring other analysts, and, where assigned, providing indirect or direct supervision.

Recommendations and outcomes associated with this role materially affect workforce trust, regulatory compliance, and…