Sr Compensation Analyst

About the role

The Sr Compensation Analyst provides analysis and administration of compensation pay practices and policies. They will provide guidance to the business in terms of internal compensation evaluation and job evaluations, assist in the development of new policies, and help spearhead the implementation of compensation or recognition programs. This role heavily supports broad-based compensation practices and executive compensation initiatives.

Responsibilities

• Provides executive compensation analytics support, including ad-hoc reporting requests, tally sheet creation, and annual proxy support.
• Assists in managing the Non-Qualified Deferred Compensation (NQDC) plans for executives and the board of directors.
• Manages salary structure, job codes, and creation and maintenance of the career management framework (CMF) and all complex job evaluations below the SVP level.
• Administers salary programs such as ad-hoc compensation evaluations, cost analysis on pay progression plans, and collective bargaining agreements.
• Leads specialty projects, including full compensation restructures and market alignment.
• Partners with internal and external resources to participate in market study analyses of base, bonus, and other compensation measures.
• Supports the administration of the Employee Stock Purchase Plan (ESPP) and general stock plan administration.
• Conducts quarterly data audits for compliance with internal processes and general compliance.
• Works with HRBPs and Talent Acquisition to assess and recommend offers for new hires.
• Works with Business Leaders and HRBPs to identify and adjust individual compensation needs.
• Supports the administration of the annual DRIVE process: merit, annual incentive plan (AIP), and related training.
• May provide analytical assistance to the Benefits team, particularly around cost analysis and the annual 401(k) audit.

Requirements

• Bachelor’s degree (required); equivalent combination of education and experience may be considered.
• Four (4) or more years of experience administering variable pay plans (required).
• Four (4) or more years of experience in Executive Compensation (required).
• Six (6) or more years of experience working in Compensation or Total Rewards (required).
• Six (6) or more years of related experience working in an analytical role (required).
• Two (2) or more years of experience working with PowerBI (preferred).
• Four (4) or more years of experience with Willis Towers Watson job structure and methodology (preferred).
• Four (4) or more years of experience working with SAP SuccessFactors (preferred).
• Certified Compensation Professional (CCP) certification (preferred).

Must be detail-oriented, analytically driven, and well-organized. Self-starter with the ability to work independently and as part of a team in a fast-paced environment. Discretion, confidentiality, and a sense of urgency are key fundamentals for compensation.

Skills

• Change Agility (Level 2 Supporting): Identifies, initiates, and adapts to organizational changes that foster enhanced effectiveness, efficiency, safety, and business results.
• Collaboration (Level 2 Supporting): Sees connection points across the organization and partners effectively with others to achieve common goals.
• Decision Making (Level 2 Supporting): Selects a course of action to reduce risk and uncertainty and create optimal outcomes.
• Drive for Results (Level 2 Supporting): Drives to achieve challenging performance objectives.
• Team Building (Level 2 Supporting): Builds trust, fosters openness, and provides support. As a manager of a team, selects and motivates a strong team.

Benefits

• Up to a 10% 401K match with a one-year vesting timeline.
• Medical benefits starting on day one with a 30% annual premium rebate.
• Free access to the Calm app for meditation, stress management, and better sleep.
• Performance-based annual incentives through the company’s performance management program.
• High bonus payouts in a pay-for-performance culture.