Senior Compensation Specialist Job Schaumburg area,Illinois USA,HR/Recruitment

Job Description:

JOB OVERVIEW

The Senior Total Rewards Analyst supports the design, administration, governance, and continuous improvement of compensation and rewards programs that attract, retain, and engage employees. The role provides market analysis, compliance support, data-driven insights, and consultative recommendations to ensure programs remain competitive, equitable, well-controlled, and aligned with business needs.

KEY RESPONSIBILITIES - ESSENTIAL FUNCTIONS

Compensation, Rewards, and Recognition Programs

Administers, analyzes, and recommends improvements to compensation and rewards programs to ensure practices remain competitive, equitable, well-controlled, and aligned with business objectives.
Supports the annual compensation cycle, including merit, bonus, and salary planning, by preparing budget models, planning tools, manager guidance, and related communications.
Supports the design, administration, and auditing of annual and sales incentive compensation plans.
Administers the Wheels Rewards recognition program, including platform and vendor management, budget tracking, award and badge issuance, participant support, and day-to-day program operations.
Analyzes recognition program participation, utilization, and spend, and partners with the Director on program strategy, design enhancements, communications, and employee and manager enablement initiatives.

Market Pricing and Job Architecture

Leads market pricing activities by analyzing survey data, industry trends, and best practices to inform salary structures, incentive programs, compensation planning, and pay equity recommendations.
Develops and maintains salary structures, pay grades, job levels, and career paths to support internal equity, market competitiveness, and consistent job architecture.
Manages compensation survey vendor relationships and timely, accurate survey submissions to maintain reliable benchmarking data.
Leads job description development and classification reviews and provides consultative guidance on job evaluations, FLSA status, salary grade alignment, internal equity, and compensation governance.

Analytics, Reporting, and Systems

Builds compensation models, scenario analyses, and cost-impact assessments for new hires, promotions, reorganizations, compensation programs, and headcount planning.
Prepares and interprets compensation reports to identify trends, risks, insights, and improvement opportunities and translate findings into actionable recommendations.
Configures and maintains Workday compensation data, including job profiles, compensation plans, grades, and data loads, and performs audits to ensure data accuracy, integrity, and effective controls.

Compliance, Consultation, and Communication

Partners with the Director, Compensation and Rewards, on pay equity reviews, compliance audits, and adherence to federal, state, and multi-state compensation requirements, including pay transparency, IRS, DOL, and FLSA regulations.
Provides consultative recommendations for new hires, promotions, transfers, reorganizations, and other pay actions to support sound, equitable, and consistently governed compensation decisions.
Builds consultative relationships with managers and HR partners to understand job responsibilities, organizational structures, and compensation needs.
Develops total rewards communications, total compensation statements, manager guidance, and employee education resources, and supports training on compensation philosophy, salary planning, and bonus planning.

General

Models company culture and values while collaborating effectively with HR, management, and cross-functional partners.
Supports special projects, cross-functional initiatives, and other duties as assigned.

COMPETENCIES - SKILLS

Consultative influence, stakeholder partnership, and relationship building
Business acumen, compensation judgment, and total rewards expertise
Clear written and verbal communication, including the ability to translate complex data into actionable insights and recommendations
Integrity, confidentiality, and ethical judgment
Analytical rigor, strategic thinking, and financial modeling skills
Data visualization, reporting, and continuous improvement mindset
Project management and ability to manage competing priorities in a fast-paced environment
Recognition program management, employee engagement, and inclusive collaboration

EDUCATION AND EXPERIENCE

Bachelor's degree in Human Resources, Finance, Business Administration, Economics, or a related discipline preferred; equivalent experience required.
Minimum 5 years of compensation, benefits, or human resources generalist experience, including experience as a Compensation Analyst.
Certified Compensation Professional (CCP) or other Worldat Work credential preferred; PHR, SPHR, SHRM-CP or SHRM-SCP a plus.
Demonstrated knowledge of employment laws and regulations, including Pay Transparency, Pay Equity, IRS, DOL regulations, and FLSA.
Demonstrated experience with Payfactors and Workday, including the advanced compensation…