Senior Corporate Compensation Analyst

The Senior Corporate Compensation Analyst serves as a subject‑matter expert in the design, evaluation, and administration of the company’s compensation programs. This role conducts complex analyses of internal and external market data, provides strategic recommendations to enhance competitiveness, and partners closely with HR and business leaders to ensure alignment with the organization's compensation philosophy. The Senior Analyst leads key initiatives related to pay structure design, job architecture, regulatory compliance, and program governance.

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; CCP strongly preferred.
• 4-6 years of compensation experience, with the ability to lead special projects, compensation programs and initiatives.
• International Compensation experience a plus but not required
• Experience conducting job evaluations, market pricing, salary structure design, and pay equity analysis.
• Proven proficiency with compensation and HRIS platforms such as Payfactors/MarketPay, Workday, UKG, or comparable systems; ability to perform data audits, troubleshoot issues, and manage system workflows.
• Proficient use of e Excel, including modeling, scenario analysis, and data visualization.
• Experience supporting or leading annual compensation cycles, including merit, bonus, and market adjustment programs.
• Ability to partner with HR Business Partners, executives, and cross‑functional teams to influence decisions and guide compensation strategy.

• Advanced ability to conduct complex quantitative and qualitative research, synthesize data, and provide strategic recommendations that influence leadership decisions.
• In‑depth knowledge of compensation principles, job evaluation methodologies, pay equity practices, and relevant employment laws and regulations.
• Exceptional written and verbal communication skills; capable of translating complex analyses into clear, actionable insights for diverse audiences.
• High proficiency in Excel, including advanced formulas, pivot tables, modeling techniques, and data visualization; strong analytical and reporting capabilities.
• Strong understanding of HRIS and compensation management systems (e.g., Workday, UKG, Payfactors/MarketPay); ability to troubleshoot, validate, and optimize system workflows.
• Demonstrated ability to anticipate data impacts, ensure data governance, and collaborate with cross‑functional teams to maintain system accuracy.
• Knowledge of payroll processes and downstream system impacts related to compensation actions.