Compensation Analyst II

Overview

Do you want to join a team that's changing the world? Do you have a strong background as a Compensation Analyst II? Then we're looking for you! Check out the job description and apply now! Put your skills to meaningful use, gain unique experience, and work with world-class team members with diverse backgrounds and expertise who share the same vision. Join the PECNA team today!

The Compensation Analyst II is responsible for supporting the design, analysis, and administration of compensation programs that attract, retain, and motivate employees. This role conducts market pricing and assists with compensation processes such as annual pay reviews, job evaluations, and bonus administration. The Compensation Analyst II works closely with HR Business Partners, managers, and other stakeholders to ensure pay practices are fair, competitive, and compliant, while developing deeper expertise in compensation analysis within a fast-paced and growing organization.

The analyst will also gain exposure to lean, Six Sigma, Agile, continuous improvement, and project management methodologies, and will have the opportunity to learn and progressively apply automation, RPA, predictive analytics, LLMs, and agentic AI to enhance compensation processes and insights.

Position Location:

based on-site in either De Soto, KS or Sparks, NV.

• Assist with the administration of offers, promotions, equity/market adjustments, and incentive programs through HR systems.
• Create and maintain job profiles to ensure accurate role documentation and external matches.
• Match internal roles to appropriate external market data and ensure compensation databases remain updated, accurate, and aligned to external benchmarks.
• Prepare and deliver compensation-related reports, dashboards, and summaries for HR and business leaders.
• Support the annual compensation review process including budgeting, analysis, reporting, and communication materials.

• Provide analysis and recommendations to support talent acquisition, promotions, and pay adjustments.
• Provide analysis and insights on pay competitiveness to support hiring, promotions, and retention decisions.
• Demonstrate curiosity and willingness to learn automation, RPA, predictive analytics, LLMs, and agentic AI, applying these tools progressively to compensation processes.
• Within 12 months of hire, begin to independently build and deploy these tools to improve efficiency, accuracy, and insight generation across compensation initiatives.
• Support the development and implementation of policies and procedures to ensure internal and external equity.

• Help educate HR and business leaders on compensation processes and best practices.

• Partner with HR Business Partners and managers to address compensation-related questions.

• Run audits, review approvals, and maintain compensation history to ensure data accuracy and compliance.
• Review job information to support job evaluation, classification, and FLSA exemption analysis.
• Support the development and implementation of policies and procedures to ensure internal and external equity.

• None.

• Occasional travel between company sites, generally not exceeding 15%.

• To ensure health and safety in the workplace and for employee protection, wearing PPE is required and includes equipment such as a full Tyvek suit, safety shoes, gloves, safety glasses, face mask, and a full hazmat suit that includes a respirator. A respirator fit test will be required based on functional area.

• Bachelor’s degree in Economics, Finance, Accounting, Business, Human Resources, Information Systems, Information Technology, Data Analytics, or related field, or 4 years of HR Analyst experience in lieu of degree.

• Coursework or certification in compensation, people analytics, HR analytics (e.g., Worldat Work, AIHR).