Senior Compensation Analyst

The Position

The Port of Portland is hiring for a

Senior Compensation Analyst (Level III) or a Compensation Analyst (Level II)

Being a Compensation Analyst at the Port means playing a critical role in ensuring employees are paid fairly and competitively. This work blends data analysis, business strategy, and human impact-and directly supports our ability to attract and retain the people who keep the Port running. If you enjoy working with numbers, solving complex problems, and want your work to have a real effect on employees and the Port's success, compensation is a powerful space to grow.

As a Senior Compensation Analyst (III), you will provide consultation to Port managers and HR Business Partners, conduct job analyses, make salary recommendations, and support salary structure and merit decisions. You will also lead salary surveys and market pricing, help administer performance management and recognition programs, and provide analytical insights that support a competitive, equitable compensation program.

We also welcome candidates who may be a strong fit at the Compensation Analyst (II) level. This role is great for developing compensation professionals and offers hands‑on experience supporting job analyses, internal equity reviews, salary surveys, and compensation program administration. You will work closely with the Compensation Team and HR partners, building skills and knowledge while contributing to meaningful outcomes for employees and the organization.

Salary Range (level dependent): This position may be filled at either level based on experience and demonstrated expertise in compensation analysis.

• Senior Compensation Analyst (III): $85,500 - $119,500
  • Typically requires advanced compensation experience, independent consultation with leaders, and deep market pricing expertise.
• Compensation Analyst (II): $73,000 - $97,000
  • Ideal for developing compensation professionals building skills in job analysis, equity reviews, and survey administration.

Placement within the range is based on experience, qualifications, and internal equity.

Senior Compensation Analyst (III)

Lead job evaluation, market analysis, and compensation decision-making

• Analyze and evaluate jobs, benchmark positions against the market, and conduct internal equity reviews
• Develop new job classifications and job families aligned with the Port's evolving needs
• Advise managers on position descriptions, reclassifications, promotions, transfers, and organizational changes
• Determine FLSA status and support regulatory and wage‑and‑hour compliance
• Provide compensation reporting and consult on new hire and internal recruitment offers

Manage and deliver core compensation programs

• Lead the annual merit process for administrative employees, including timelines, parameters, communications, and execution
• Provide consultation to managers, HR Business Partners, and executive leaders throughout the process
• Design and deliver training related to compensation programs, pay equity, and related topics
• Partner with HR data, systems, and payroll teams to ensure accurate reporting and system support

Oversee salary surveys, market pricing, and external data

• Manage the Port's compensation salary survey library and evaluate survey sources to maintain market competitiveness
• Verify job matches with managers and ensure accurate data submission
• Maintain and apply market pricing data and respond to complex ad hoc compensation data requests

Administer incentive and recognition programs

• Administer the annual incentive plan in collaboration with HR and Finance leadership
• Complete payout analysis and support accruals, audits, and year‑end close activities
• Coordinate with payroll on incentive payouts and employee communications
• Analyze the Port's recognition program and recommend enhancements to support engagement and retention

Compensation Analyst (II)

Role Focus

The Compensation Analyst (II) responsibilities align closely with the Senior level and are carried out with a strong emphasis on collaboration, coaching, and review providing meaningful opportunities for learning and skill development within the compensation function.

The Compensation Analyst (II) role focuses…