Senior Compensation Analyst

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Compensation Analyst based in United States. The Senior Compensation Analyst will play a key role in developing, administering, and improving compensation programs that support business objectives and attract and retain talent. This position combines compensation strategy, financial modeling, market benchmarking, and data-driven analysis to ensure pay practices remain competitive, consistent, and compliant. Working closely with HR teams, functional leaders, and employees, the analyst will provide guidance on salary decisions, job evaluations, and incentive programs. The role also contributes to annual salary planning, budgeting, and merit cycles while developing tools and reporting to inform strategic decisions. The ideal candidate is analytical, detail-oriented, and comfortable translating complex compensation data into clear, actionable insights. This is a remote opportunity for candidates residing in the Atlanta metropolitan area, with a Monday-to-Friday, first-shift schedule from 8:00 a.m. to 5:00 p.m. Accountabilities Support HR teams, employees, and assigned business groups in interpreting and administering compensation programs, policies, and procedures while ensuring compliance with applicable state and federal regulations. Conduct financial modeling to assess the viability and cost-effectiveness of compensation programs. Develop, administer, and maintain base pay and incentive compensation programs aligned with market trends, organizational objectives, and internal consistency. Conduct regular compensation benchmarking and market research to assess salary competitiveness and total compensation, identify industry best practices, and monitor emerging trends. Perform job evaluations for new positions, determine appropriate salary grades, assess revised job descriptions, and document findings and recommendations. Design and develop compensation metrics, analytical reports, and tools to support program decisions and evaluate business outcomes. Partner with HR colleagues and department leaders to provide guidance on pay decisions, compensation policies, and job evaluations. Coordinate annual salary increase processes, including system setup, data validation, reporting, salary planning, budgeting, and merit cycle support for assigned business groups. Develop clear communication materials explaining compensation programs, policies, and practices to employees and managers. Identify opportunities to improve compensation processes and contribute to the review, redesign, and implementation of enhancements. Participate in compensation meetings with functional leaders and support related initiatives through internal analysis, market research, and collaboration with broader HR projects. Manage participation in annual compensation surveys, including PayFactors, Aon Radford, Willis Towers Watson, Mercer, and the Economic Research Institute (ERI). Requirements Bachelor's degree in Business Administration, Human Resources, Finance, or a related field, or equivalent relevant work or military experience. Three to five years of relevant compensation experience or HR project management experience. Advanced proficiency with Microsoft Windows applications, particularly Microsoft Excel, including the ability to create complex formulas. Strong analytical skills, with the ability to develop insightful, actionable analyses, explain key performance drivers, and present accurate, comprehensive interpretations of data. Excellent written and verbal communication skills, with the ability to present clear, organized, and thorough information tailored to different audiences. Ability to evaluate compensation data, understand market trends, and translate findings into practical recommendations. Preferred experience with HR information systems (HRIS), including SuccessFactors, PeopleSoft, or Workday. Preferred experience designing incentive compensation plans and supporting merit planning, job pricing, and pay administration. Preferred professional certifications, such as PHR, SPHR, SHRM-CP, SHRM-SCP, or Certified Compensation Professional (CCP). Candidates must reside in the Atlanta metropolitan area to be eligible for this remote role. Benefits Competitive compensation. Medical, dental, and vision insurance. 401(k) retirement plan. Life insurance. Disability insurance and additional benefits. Remote work arrangement for eligible candidates residing in the Atlanta metropolitan area. Monday-to-Friday schedule, with first-shift hours from 8:00 a.m. to 5:00 p.m. How Jobgether Works We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Why Apply Through Jobgether? Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.