Sr. Compensation Analyst

Must be a US Person or Permanent Resident. Hybrid role requiring infrequent reporting to the office from either Simi Valley, CA or Arlington, VA. Duration: 6- to 12-month assignment with a strong possibility of extension or transition to direct hire. W2 with full benefits. Offer contingent on successful background check and drug screen.

About the role

The Senior Compensation Analyst will assist in the design, analysis, and execution of market-competitive, equitable compensation programs. This role serves as a trusted expert and advisor, guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with overall strategy.

Responsibilities

• Support compensation strategy and program design.
• Develop and maintain robust salary structures, job leveling, and internal pay frameworks.
• Assist with the design and implementation of policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
• Lead the annual compensation planning cycle for assigned business group.
• Serve as an advisor for compensation-related decisions impacting hiring, retention, and workforce planning.
• Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
• Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
• Monitor industry trends and emerging compensation practices; provide insights and recommendations based on labor market data and business needs.
• Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
• Maintain clear, well-documented compensation policies and governance frameworks.
• Support internal audits, regulatory reporting, and compensation reviews; lead on pay equity and transparency.
• Lead job leveling processes for assigned business group.
• Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
• Translate complex data into compelling stories and actionable recommendations.
• Other duties as assigned.

Requirements

• Bachelor’s degree required in HR, Business, Finance, or a related field, or equivalent combination of education, training, and experience.
• Advanced degree (MBA or MS) preferred.
• CCP Certification is a plus.
• Minimum of 5 years of hands-on compensation experience.
• Advanced data and predictive analytics skills, with experience using Excel, Power BI, and Workday (including Advanced Comp).
• Proven ability to influence cross-functional stakeholders and support strategic decision-making.
• High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters.
• Excellent written and verbal communication skills, with the ability to present complex information clearly and concisely.
• Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).
• Works well with little supervision and exercises independent judgment on a regular basis.
• Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules.
• Strong grasp of compensation laws, internal equity principles, and market pricing.
• U.S. Citizen, U.S. Permanent Resident (Green Card holder), or asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3).
• Must be able to travel within the Continental U.S. and internationally when required.

Physical Demands

• Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc.
• Hand and wrist dexterity to utilize the computer.
• May require travel to sites, programs, and special functions.
• Work is primarily in an office environment, climate-controlled through central air conditioning/heating. May have some exposure to the outside environment while traveling.