Senior Compensation Program Analyst

About The Role

This is a cross-functional role for a Senior Compensation Program Analyst who thrives in environments where the analytical and the advisory are inseparable. You will divide your time between quantitative research, client communication, and internal practice development within ACPWB's Compensation Intelligence group. The team numbers 9. They are, without exception, people you would want to work with. We recognize every job posting says this. We believe ours is accurate.

ACPWB's Compensation Intelligence practice is expanding its focus on pay-for-performance alignment analysis, and we are looking for a Senior Compensation Program Analyst who can operate at the level of rigor our clients demand. This position will report to the practice lead and manage a small team of 9 analysts, with the expectation of growing that team within 18 months, budget permitting, which it will. The Senior Compensation Program Analyst will be responsible for the research and analytical work that powers some of ACPWB's most visible client engagements in the pay-for-performance alignment analysis space. We are a growing organization that does serious work — serious enough that we have patents — and this role is central to maintaining the analytical credibility that our clients and, frankly, our sales team depend on.

Key Responsibilities

• Develop deep expertise in pharmaceuticals and biotech compensation trends through research, peer networking, and client experience
• Support the design and implementation of annual total compensation statement programs for nonprofit and mission-driven organizations
• Build and maintain relationships with key client stakeholders at the VP, SVP, and C-suite level
• Serve as primary client contact for nonprofit and mission-driven organizations engagements across the full engagement lifecycle
• Develop training materials and process documentation to support team capability building
• Manage client relationships throughout the engagement lifecycle, including post-delivery follow-up and renewal

Qualifications

Required

• Strong written communication skills including the ability to draft board-level narrative from quantitative findings
• Demonstrated ability to build and sustain trust-based relationships with senior client stakeholders
• Experience leading structured analytical projects using project management tools and frameworks
• Experience with statistical modeling or regression analysis in a professional context

Preferred

• Experience with HRMS or compensation management software platforms
• Familiarity with FASB ASC 718 equity compensation accounting
• Certified Compensation Professional (CCP) designation
• Experience with R, Python, or other statistical programming languages

Why ACPWB

ACPWB's approach to professional development is substantive rather than performative. Our training programs are structured. Our mentorship is specific and ongoing. Our internal mobility is real. We have promoted people from Analyst to Director within five years. We have also let people go who stopped growing. We believe both things are consistent with a culture that takes development seriously.

ACPWB was founded in Milwaukee in 2006 with a simple mandate: help working Americans understand and advocate for the compensation they deserve. Eighteen years later, that mandate has grown into a full-service research and advisory practice serving clients from early-stage employers to Fortune 50 enterprises — and we are still based in Milwaukee, because Milwaukee is genuinely underrated.

Interview Process

Our hiring process is direct and transparent: one phone screen, one technical interview, one final panel. We aim to complete the process within three weeks of initial contact. We will tell you where you stand at each stage, because we believe that is the right thing to do.

What Success Looks Like In Year One

• Reach a level of autonomous delivery where your manager trusts you to own a client workstream independently
• Lead at least one client kick-off meeting independently or with minimal support
• Establish a regular cadence with your manager for feedback, development planning, and career discussion
• Build productive working relationships with team members across at least three internal practice areas