Compensation Analyst

Bachelor’s degree in a related field
Minimum of 5 years of experience in compensation, HR analytics, or a related HR or finance role—ideally in a fast-paced or high-growth company.
Strong analytical skills; comfortable working with spreadsheets and data sets (pivot tables, lookups, formulas, modeling).
Great communication skills and a collaborative, solutions-oriented approach.
Strong project management skills to drive effective planning, execution, and delivering projects on time and within scope.
Familiarity with compensation tools and applications (e.g., Radford, Mercer, Payfactors, CompAnalyst) and HRIS platforms (Workday preferred).

Analyze market data, internal equity, and compensation trends to make informed recommendations that align with our pay philosophy and business goals.
Partner with talent acquisition and HRBPs to review compensation for new hires, promotions, and transfers, ensuring offers and decisions are competitive and aligned with structure.
Support execution of compensation processes including annual review, promotion cycles, merit, bonus planning, and ad hoc compensation events.
Support the development and maintenance of our job architecture, compensation ranges, and leveling framework to ensure consistency and transparency across functions.
Support process standardization and documentation. Maintain compensation-related data in HR systems (e.g., Workday) and ensure accuracy across job profiles and pay ranges.
Analyze compensation trends, pay equity, and internal parity to inform compensation decisions and support compliance. Build and maintain reports, dashboards and models that provide actionable insights to HR and business leaders.
Experience supporting or administering equity programs (e.g., RSUs, ESPP) in partnership with legal or stock admin teams.
Exposure to global compensation practices or international market data.

Experience with data and process visualization tools (e.g., Tableau, PowerBI, Visio) a plus