Senior Compensation Analyst

About the role

The Senior Compensation Analyst is a highly influential individual contributor responsible for advancing the organization’s compensation capabilities, analytics, and infrastructure.

Responsibilities

• Support the design, execution, and continuous improvement of compensation programs, including base pay, incentives, and recognition.
• Provide practical, data-informed recommendations in a fast-moving, evolving environment.
• Partner in the validation, refinement, and ongoing management of job architecture based on the McLagan framework.
• Review and update job descriptions, job profiles, leveling, and job family assignments.
• Conduct job evaluations, including FLSA classification and leveling alignment.
• Benchmark roles using survey data and market intelligence to ensure external competitiveness.
• Lead efforts to assess, clean, and standardize compensation and job data within Workday.
• Identify data gaps, inconsistencies, and risks, and implement practical solutions to improve data quality.
• Establish repeatable processes and governance for maintaining high-quality compensation data.
• Partner with HRIS to improve system structure, data flows, and usability.
• Build and enhance compensation reporting using advanced Excel and Workday reporting capabilities.
• Develop scalable dashboards and visualizations (e.g., Power BI) to support decision-making.
• Deliver actionable insights on trends such as pay equity, compression, retention risk, and market positioning.
• Lead execution of the annual merit and bonus planning cycles.
• Build models, tools, and reporting to support effective planning and budget alignment.
• Partner with Finance and HR to ensure alignment between compensation decisions and financial targets.
• Support design, modeling, and administration of incentive plans, including collaboration with Finance and Sales leadership.
• Aid in documentation and communication of plan designs.
• Enable innovation, automation, and AI in compensation processes.
• Identify opportunities to streamline and automate compensation processes using analytics, tools, and emerging technologies.
• Explore practical, scalable applications of AI in Total Rewards.
• Drive a mindset of continuous improvement and modernization.
• Create clear, structured documentation for compensation programs, processes, and tools.
• Support training and enablement of HR partners and leaders.

Requirements

• Bachelor’s degree in Human Resources, Business, Finance or a related field preferred, high school diploma (or equivalent) in combination with significant practical experience will be considered in lieu of degree.
• Minimum of high school diploma or equivalent is required.
• 7+ years of progressive compensation experience.
• Strong experience with job architecture, job leveling, and benchmarking.
• Demonstrated experience with annual merit and bonus cycles.
• Advanced proficiency in Excel (complex modeling, data manipulation, scenario analysis).
• Hands-on experience with Workday Compensation and reporting (beyond standard report running).
• Ability to work effectively in ambiguous, evolving environments.
• Strong analytical, problem-solving, and stakeholder communication skills.

Qualifications

• Experience with Power BI or other data visualization tools.
• Exposure to data cleanup, transformation, or system optimization efforts.
• Early experience with or strong interest in AI tools and applications in HR/Compensation.
• CCP certification.
• Experience working within a McLagan framework or similar job architecture models.

Benefits

Our competitive compensation is just one component of Osaic’s total compensation package. Additional benefits include health, vision, dental insurance, 401k, paid time away, volunteer days and much more.