Sr. Compensation & Data Analyst; Remote

Position: Sr. Compensation & Data Analyst (Remote)
At Niagara, we’re looking for Team Members who want to be part of achieving our mission to provide our customers the highest quality most affordable bottled water.

Consider applying here, if you want to:
Work in an entrepreneurial and dynamic environment with a chance to make an impact.
Develop lasting relationships with great people.
Have the opportunity to build a satisfying career.

We offer competitive compensation and benefits packages for our Team Members.

Sr. Compensation & Data Analyst (Remote)
The Sr. Compensation and Data Analyst is a subject matter expert who partners closely with the Director of Compensation to provide insights and recommendations that inform compensation decisions and talent strategy. Owns benchmarking and market analyses to assess the competitiveness of the organization’s pay practices, including base pay, short-term incentives, and other compensation programs. Leads compensation process design, governance, and standard operating procedures to ensure consistent, compliant, and scalable compensation practices across Niagara.

Essential Functions Serves as a trusted advisor and SME on compensation principles, policies, and procedures; provides clear recommendations to enable timely, consistent decision-making

Drives evaluation of pay practices and programs across the organization; synthesizes data and stakeholder input to deliver actionable recommendations that improve competitiveness, internal equity, and program effectiveness

Owns complex compensation analyses and interprets trends to provide executive-ready insights, scenarios, and recommendations to HR leadership

Leads end-to-end, organization-wide compensation projects and annual compensation cycle planning (e.g., merit), owning project plans, timelines, communications, data quality controls, and stakeholder alignment through execution

Owns market pricing for company jobs: determines benchmark matches, recommends job leveling/classification, and establishes recommended pay ranges; documents methodology and pricing rationale to support consistent governance and decision-making

Leads job description review to ensure responsibilities and requirements are complete, consistent, and aligned to job levels/role expectations; recommends edits to support accurate market pricing and internal equity

Establishes, maintains, and enforces SOPs and data/document maintenance standards (governance, version control, and audit readiness); drives adoption to ensure business continuity and consistent execution of compensation processes

Owns preparation and submission of organizational data for compensation and total rewards surveys, ensuring data validation, audit trail documentation, and on-time delivery

Stays current on industry best practices and leads continuous improvement efforts by identifying opportunities, influencing stakeholders, and implementing scalable process and reporting enhancements

Leads compensation-related compliance analyses and audits by partnering with HR and Legal to identify risks, assess impact, and drive remediation actions

Owns data integrity between Niagara’s compensation system (Pay Factors) and HRIS (Workday) by designing and executing audit/reconciliation controls, maintaining accurate records, performing root-cause analysis, and driving corrective and preventive actions with stakeholders

Owns compensation analytics/process improvements by translating business needs into requirements, partnering on configuration/testing, and delivering reporting and self-service enhancements that improve accuracy, speed, and user experience

Please note this job description is not designed to contain a comprehensive list of activities, duties or responsibilities that are required of the employee for this job. Duties,…