Lead Compensation Analyst

About the role

As a key strategic partner within our global People Operations function, the Lead Compensation Analyst designs, optimizes, and executes data-driven compensation strategy across a diverse global footprint. Joining a commercially savvy team, you will blend analytical rigor with consulting acumen to ensure our rewards programs remain highly competitive, internally equitable, and compliant. This role requires a sophisticated understanding of broad-based compensation, market realities, and the ability to translate complex data into actionable, business-focused insights for executive leadership.

Responsibilities

• Strategic Impact & Advisory Business Consultation: Act as a high-impact internal consultant to People Business Partners and business leaders, providing data-backed recommendations on complex compensation challenges, offer formulations, and retention strategies.
• Job Architecture & Scaling: Drive the evolution of job family structures, career paths, and job leveling frameworks to support organizational scale, clarity, and internal equity.
• M&A Support: Provide strategic oversight for Mergers & Acquisitions (M&A), leading reward integration, role mapping, and total rewards harmonization across newly acquired entities.
• Program Management & Execution Cyclical Reward Leadership: Lead the execution of global annual compensation planning (merit, promotions, bonuses, and Long-Term Incentives/LTI). Direct data validation, process automation, and the creation of executive-ready presentations for leadership approval.
• Market Intelligence & Benchmarking: Architect comprehensive total rewards benchmarking studies using global salary surveys and internal analytics to continuously design competitive, localized salary structures.
• Pay Equity & Compliance: Proactively lead pay equity analyses and compliance initiatives, ensuring strict adherence to evolving global regulations, FLSA, and wage transparency laws.
• Data Governance: Champion data integrity across systems (Workday); conduct routine audits and leverage business intelligence to deliver predictive, executive-level reports on compensation metrics and trends.

Qualifications

Education & Experience: Bachelor’s degree in Finance, Accounting, Business Administration, or a related quantitative field. Minimum of 8 years of progressive experience in corporate compensation, with a proven track record in global environments.

Systems & Tools: Advanced proficiency in Workday HCM and advanced Excel (data modeling, macros, complex formulas) is required. Experience with data visualization tools (Tableau, PowerBI) is highly preferred.