Compensation Analyst (51400)

We need to output HTML fragment with sections: About the role? The posting includes "Why work here", "Position Summary", "Key Responsibilities", "Qualifications", "What Success Looks Like In This Role", "Why Join Us", "Benefits". Also maybe "About the role"? Not present. The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to include Benefits section because posting has Benefits list. Pay and Schedule not present, so omit. We need to include sections: maybe "Why work here" could be considered "About the role"? But they gave examples: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can map content to these headings. "Why work here" is more about culture; could be "About the role"? Or we could create a section "About the role" with that content. "Position Summary" could be part of About the role or separate? The instruction says prefer few substantive sections over many thin ones. So we could combine Position Summary and Why work here into About the role. Key Responsibilities -> Responsibilities. Qualifications -> Qualifications. What Success Looks Like In This Role maybe could be part of Responsibilities or Qualifications? It's more about outcomes; maybe we could omit as thin? But it's substantive. Could be a section "What Success Looks Like". However they didn't list that as example but we can still use heading if content exists. But they said use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). That suggests we should stick to those headings; but we can also add other headings if needed? The instruction: "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but suggests those are typical. Safer to stick to those headings. So we need to map content to those headings. We have: About the role (could include Position Summary and Why work here). Responsibilities (Key Responsibilities). Qualifications (Qualifications). Benefits (Benefits). Possibly Skills? Not separate; qualifications include skills. Could omit Skills. We must not include Pay or Schedule. We need to preserve all substantive information. So we need to include details from Position Summary, Why work here, Key Responsibilities (both sub-sections), Qualifications (required and preferred), What Success Looks Like In This Role, Why Join Us, Benefits. We need to avoid boilerplate: EEO statement, etc. Remove that. We need to avoid duplication. We need to format lists with

  • . For prose use

    . We need to output only HTML fragment. Let's craft. First, maybe a short

    for metadata? Not needed. We'll start with

    About the role

    then combine Position Summary and Why work here. Position Summary text: "We are building our Total Rewards function from the ground up, and we're looking for a Compensation Analyst to help design, launch, and administer the compensation programs that will support our company as we scale. This role blends the core, day-to-day responsibilities of a traditional compensation analyst with the ground-floor opportunity to help build a compensation infrastructure — including pay structures, job architecture, and compensation tools — for a newly forming organization. You'll work closely with the Total Rewards Leader as a hands-on partner: pulling and analyzing data, maintaining systems, benchmarking roles, and helping stand up the frameworks, policies, and tools that will guide how the company pays its people for years to come. This is an excellent opportunity for a compensation professional who wants both the stability of core comp analyst work and the visibility and creative latitude that comes with building something new." Why work here text: "At Gradian, you'll work alongside others who get genuinely fired up by complex problems, see your work go from first sketch to job site in weeks, not years, and know that while we're developing the technologies critical for AI infrastructure to scale, our culture remains people-first by design. It is core to our identity that we operate as one team — driving to win together, energizing others, and building lasting relationships that make the work fun and rewarding." We'll combine into maybe two paragraphs. Next Responsibilities: need to list bullet points from Key Responsibilities. There are two sub-sections: Core Compensation Analyst Functions and Compensation Tools & Systems and Startup / Foundational Build Responsibilities. We'll combine all bullet points into a single list? Could split into subheadings but we prefer few sections. Could keep as one list but maybe too long. But it's okay. We need to preserve all bullet points. Let's extract them: Core Compensation Analyst Functions: - Conduct job evaluations and job matching against market survey data to ensure roles are appropriately leveled and benchmarked - Participate in and manage compensation survey submissions (e.g., Radford, Mercer, Willis Towers Watson, Culpepper) and analyze results to inform pay decisions - Partner with HR Business Partners and hiring managers to evaluate new hire offers, promotions, equity adjustments, and internal transfers, ensuring internal equity and market competitiveness - Support annual compensation cycles, including merit increases, bonus/incentive planning, and equity refresh processes - Maintain and audit compensation data within the HRIS, ensuring accuracy of pay grades, job codes, FLSA classifications, and compensation history - Prepare compensation analyses, dashboards, and reports for HR and business leaders - Respond to day-to-day compensation questions from HR partners and managers, providing guidance grounded in compensation philosophy and policy - Ensure compliance with pay transparency laws, minimum wage regulations, and other relevant federal/state/local pay requirements - Assist with FLSA classification reviews and compensation-related audits Compensation Tools & Systems: - Serve as a power user of the HRIS system for all compensation-related data entry, reporting, and maintenance - Support configuration, testing, and rollout of compensation planning tools (e.g., merit planning modules, comp cycle software, market pricing tools) - Help evaluate and implement new or upgraded compensation technology as the company's needs grow Startup / Foundational Build Responsibilities: - Partner directly with the Total Rewards Leader to design the company's first formal compensation structure, including pay grades/bands, job architecture, and geographic/location pay differentials - Help establish a compensation philosophy and framework (e.g., market positioning, pay mix, pay-for-performance principles) appropriate for a growing organization - Assist in building foundational compensation policies, guidelines, and governance processes where none currently exist - Support the selection, configuration, and implementation of compensation-related systems and tools as part of building HR infrastructure from scratch - Help create job leveling frameworks and career ladders in partnership with People/HR leadership - Develop templates, calculators, and analytical models to support offer-making and pay decisions during a period of rapid hiring - Document processes and best practices as they're created, since formal precedent doesn't yet exist - Bring a builder's mindset — comfortable operating with ambiguity, creating structure where it doesn't yet exist, and iterating quickly as the organization evolves We'll combine all into one
    • list. Next Qualifications: Required and Preferred. Required: - 2–5+ years of experience as a Compensation Analyst or in a similar compensation/HR analytics role - Bachelor's degree in Human Resources, Business Administration, Finance, Information Technology, Economics, or a related field required. - Solid understanding of core compensation principles: pay equity, market pricing, job evaluation, salary structures, FLSA classification, and incentive design - Proficiency with an HRIS system (e.g., Workday, ADP, UKG, Paycom, Paylocity, or similar) for compensation data management and reporting - Strong Excel/Google Sheets skills (pivot tables, VLOOKUP/XLOOKUP, data modeling) - Excellent analytical skills with high attention to detail and data accuracy - Ability to handle highly confidential information with discretion - Strong communication skills, with the ability to explain compensation concepts to non-technical stakeholders Preferred: - Experience participating in or administering compensation surveys (Radford, Mercer, WTW, Culpepper, etc.) - Experience building or helping build compensation structures, pay bands, or job architecture from scratch — startup or high-growth company experience is a strong plus - Familiarity with compensation planning software (e.g., Pave, OpenComp, CompTrak, PayScale, beqom, or native HRIS comp modules) - CCP (Certified Compensation Professional) certification or progress toward one - Experience supporting pay transparency compliance initiatives We'll make a list. Next What Success Looks Like In This Role: bullet points. - The company has a clear, defensible, and market-competitive compensation structure in place - HRIS compensation data is clean, accurate, and audit-ready - Managers and HR partners trust and rely on compensation guidance for hiring, promotions, and pay decisions - Compensation tools and processes are efficient, scalable, and ready to support continued company growth - The Total Rewards Leader has a reliable, detail-oriented partner who can both execute core comp work and help shape the function's foundation We could make a section maybe "What Success Looks Like". But not in examples. Could incorporate into Responsibilities or Qualifications? Might be thin but it's substantive. Could create a section "What Success Looks Like". The instruction says use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings but says "e.g." So we could add a heading for What Success Looks Like. However they said prefer a few substantive sections over many thin ones. This section is substantive. I'd include it as its own heading. Next Why Join Us: paragraph. - This role is a rare combination: the structure and rigor of a traditional compensation analyst position with the impact of helping build a Total Rewards function from the ground up. You'll have direct visibility to leadership, the chance to shape lasting compensation practices, and room to grow as the company — and the Total Rewards function — scales. We could incorporate into About the role or separate. Might be thin but okay. Benefits: list. - Medical, vision, and dental plans - Short-term and long-term disability insurance - Group term life insurance coverage - HSA, FSA, and Dependent Care plans available - 8 paid holidays, 4 floating holidays, and generous PTO policy - 401k matching - Company paid events - Annual safety shoe allowance - Education assistance program We need to ensure we don't include EEO statement. Now construct HTML. We'll start with

      About the role

      then

      for Position Summary and Why work here maybe two

      s. Then

      Responsibilities

      then
      • ...
      Then

      Qualifications

      then
      • ...
      (maybe separate required and preferred? Could keep as one list but we could separate with

      but not allowed? Could just list