Senior Compensation Analyst

About the role

The Senior Compensation Analyst plays a key role on the JD Power Total Rewards team supporting and coordinating with the design, analysis, and administration of compensation programs that attract, retain, and reward top talent. This role partners closely with People and Culture Business Partners, Talent Acquisition, Finance, and managers to ensure JD Power’s compensation programs and practices are competitive, equitable, and aligned with organizational strategy. The ideal candidate brings deep analytical expertise, strong business acumen, and hands‑on experience with Workday compensation modules in a fast paced, self-directed environment.

Company Mission: To power every auto-related decision through proprietary data, advanced analytics, deep industry expertise, and seamless workflows that connect insight to action.

Our Values: We POWER Our Customer's Success; We are Innovative, Collaborative and Grounded in Data; We Make Things Easy; We Get It Done; We Start with Trust & Prove it Everyday.

Responsibilities

• Support the design, evaluation, and administration of base pay, variable pay, and incentive programs across the global organization.
• Conduct and coordinate compensation analyses, including regular audit of compensation elements including incentive and commission plans, ensuring internal equity and market competitiveness.
• Help lead the planning for the annual compensation cycles (merit, bonus, promotion) within Workday, ensuring accuracy, data integrity, and seamless execution.
• Participate in compensation surveys (e.g., Mercer, WTW, Radford); analyze results to inform pay positioning, salary ranges and compensation structure maintenance and updates.
• Partner with P&C Business Partners and Talent Acquisition to provide guidance on new hire offers, promotions, and off-cycle compensation decisions.
• Analyze compensation trends and provide insights to support strategic workforce planning. Monitor emerging trends and proactively share opportunities.
• Ensure compliance with federal, state, and local compensation regulations.
• Leverage Workday to build compensation dashboards, reports, and models to support leadership decision‑making and measure program effectiveness.
• Lead or support cross-functional compensation related projects such as pay transparency initiatives, policy harmonization, M&A, job leveling, and system enhancements.

Requirements

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field.
• 5–7+ years of compensation experience, with increasing responsibility.
• Hands‑on Workday experience is required, including compensation configuration, reporting, and cycle administration.
• Strong analytical and quantitative skills, including advanced Excel proficiency.
• Ability to interpret data, identify trends, and communicate insights clearly to non‑technical audiences.
• Strong understanding of compensation principles, market pricing methodologies, and regulatory requirements.
• Excellent communication, consulting, and stakeholder‑management skills.
• Advanced Excel skills.

Qualifications

• Certified Compensation Professional (CCP) or progress toward certification.
• Experience supporting large‑scale compensation cycles or enterprise‑level HR systems.
• Familiarity with pay transparency laws and compensation governance best practices.
• Experience in a fast‑paced, high‑growth, or matrixed environment.
• Experience with European countries preferred.

Skills

• Strategic thinking and problem‑solving
• Data storytelling and executive‑ready communication
• High attention to detail and accuracy
• Ability to manage multiple priorities and deadlines
• Collaborative mindset with strong customer service orientation

Pay

This role has a target base salary range of $120,000–$140,000. Individual pay is determined based on job‑related experience, demonstrated skills, internal equity, location, and market data.