Senior Analyst, Compensation & Benefits

Imagine working at the forefront of innovation in fluid‑flow technology, with over 1,400 colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.

As part of our team, you’ll be immersed in an environment that fosters growth, creativity, and collaboration. Here, you’ll have the opportunity to push boundaries, tackle exciting challenges, and develop solutions that promote fairness, transparency, and data‑driven decision‑making across our global workforce.

In this role, the Senior Analyst, Compensation is responsible for the design, administration, and continuous improvement of Armstrong’s global compensation programs, including job architecture, incentive plan design, annual merit and correction cycles, and market benchmarking. The incumbent will serve as the primary subject matter expert on Mercer’s job evaluation framework and will play a central role in ensuring pay equity, market competitiveness, and transparency across all regions.

This position partners closely with HR Business Partners, Finance, and People Leaders to deliver data‑driven, fair, and consistent compensation outcomes globally.

Key Accountabilities
Incentive Plan Design & Administration

Support the design, modelling, and administration of Incentive Plans across Armstrong's global sales, middle management and leadership populations.

Build and maintain payout simulation models, scenario analyses, and plan documentation to support plan launches and calibration cycles.

Partner with Sales Enablement and Finance to ensure accurate target setting, accrual tracking, and payout processing for all incentive programs.

Maintain plan documentation, participant eligibility files, and governance records for all incentive programs.

Job Architecture & Compensation Framework

Own and manage Armstrong's global job architecture using Mercer's IPE framework, ensuring all roles are consistently evaluated and mapped to appropriate career levels across geographies.

Maintain and evolve Armstrong's compensation bands and salary structures in alignment with market data and internal equity principles.

Support the design and rollout of a global Role vs. Pay Mix Matrix to align base pay and variable pay across functions and levels.

Partner with HR Business Partners to evaluate new and changing roles and provide grading recommendations in a timely and consistent manner.

Annual Merit Cycles

Support the end‑to‑end execution of Armstrong's annual merit review cycles globally, including planning, data preparation, system configuration, calibration support, and letter generation.

Develop merit matrices aligned with market data, budget envelopes, and rating distributions by country.

Coordinate with regional HR teams and payroll to ensure accurate and timely processing of all compensation changes arising from the annual cycle.

Maintain cycle documentation, timelines, and manager guidance materials to support a consistent and compliant process across all markets.

Compensation Benchmarking & Market Analysis

Manage Armstrong's participation in Mercer's and other applicable surveys, ensuring data submissions are accurate and timely.

Conduct regular market pricing analyses for all active and new roles, using survey data and supplementary sources across Armstrong's 14+ markets.

Respond to ad hoc benchmarking requests from HR Business Partners and People Leaders with timely, data‑driven analysis and recommendations.

Monitor market trends, salary movement data, and legislative changes across key geographies to ensure Armstrong's pay practices remain competitive and compliant.

Workforce Budgeting & Pay Equity

Support annual headcount and compensation budgeting processes in partnership with Finance, providing modelling and scenario analysis as required.

Conduct regular pay equity audits across regions to identify and address gaps, ensuring alignment with Armstrong's commitments to equitable and transparent pay…