Compensation Analyst

Strong analytical and Excel skills; experience with data modeling and visualization tools is a plus
Excellent verbal and written communication skills
Excellent organizational skills and attention to detail
Excellent time management skills with a proven ability to meet deadlines and prioritize tasks
Ability to function well in a high-paced and at times stressful environment
Proficient with Microsoft Office Suite or related software
High level of integrity and ethics, with the ability to handle sensitive and confidential information with discretion
Bachelor’s degree in Human Resources, Finance, Business, or a related field
2–4 years of experience in compensation, HR analytics, or a related area (tech or software industry preferred)
Familiarity with compensation survey providers (e.g., Radford, Mercer, Culpepper)
Working knowledge of compensation regulations and best practices
Experience with HRIS and compensation tools (e.g., Workday, Radford, or similar)

Analyze market data, internal compensation metrics, and job structures to evaluate and benchmark roles across the organization
Support the administration of compensation programs, including base pay, bonus plans, and equity awards
Participate in compensation surveys and synthesize data to provide market insights and recommendations
Collaborate with HRBPs to provide guidance on job leveling, titling, and compensation ranges based on established guidelines
Support the annual compensation review cycle, including data audits, system preparation, and reporting
Make proactive recommendations to address any gaps between employees and the market, including disparities based on various metrics, demographics and regions; perform bespoke competitive analyses as needed, with guidance
Review new hire offers and provide offer support/consultation to the recruiting team
Review and approve job requisitions, offers, and employee changes to ensure they are within established ranges/guidelines
Monitor pay equity and compliance with relevant labor laws and regulations (e.g., FLSA, pay transparency)
Contribute to compensation-related projects such as career architecture, geographic pay strategies, or equity refresh planning
Maintain compensation and job data within our HRIS (Workday)