Sr Compensation Analyst

• Translate high-level business objectives and conceptual direction into analysis and actionable compensation recommendation that support organizational goals.
• Conduct job evaluations and market pricing with a consultative lens, ensuring recommendations reflect both competitive data and internal dynamics; partners with HR and business leaders to guide fair and strategic compensation decisions.
• Develop and deliver clear, compelling data storytelling through dashboards, presentations, and discussions that connect business goals to compensation insights — not just showing data, but framing the “why” and “what now.”
• Create dynamic cost and scenario models to evaluate the impact of potential changes; presents trade-offs and recommendations in a way that resonates with non-HR audiences.
• Inform the planning and leads the execution of annual compensation processes (e.g., merit, bonus), providing guidance on budget utilization, monitoring spend against targets, and maintaining accurate accruals to ensure fiscal alignment and program integrity.
• Analyze workforce demographic trends to uncover insights, inform compensation strategies, and proactively flag opportunities or risks to leadership.
• Maintain and evolves job architecture within the HR system (e.g., Workday), understanding how components interrelate and making informed decisions that reflect full system impact.
• Collaborate with HRIS to define and implement Workday compensation enhancements; proactively identifies system efficiencies and contributes to scalable, sustainable process improvements.
• Drive process improvement and standardization across core compensation operations, ensuring clear documentation, repeatable processes, and continued functional maturity in ways that enhance efficiency and stakeholder experience.
• Build strong internal relationships with HR and business leaders, bringing them along the journey through collaborative design, clear communication, and trust-based consultation.
• Maintain ownership of compensation survey participation and external market analysis, synthesizing findings into strategic recommendations rather than transactional benchmarking.
• Manage and continuously improves the job description library; advises on job design and supports managers in framing roles aligned to organizational needs and future growth.
• Design and delivers communications and training that enable HR and business leaders to understand and apply compensation principles effectively — enhancing transparency and decision quality.
• Continuously evaluate and improve compensation programs and policies, bringing new ideas forward with confidence, and grounding recommendations in business logic, market insights and employee experience.
• Operate with high autonomy and ownership, effectively managing multiple priorities in a dynamic environment while remaining responsive to shifting business needs.

• Bachelor's degree in Economics, Finance or related field
• Completed or working toward CCP preferred

• Minimum of 7 years of experience in compensation.
• Experience which demonstrates fully proficient skills in the analysis, design, and/or administration of complex compensation programs.

• Analytical Insight & Data Storytelling – Strong analytical skills with the ability to go beyond reporting metrics; interprets data in context, frames findings with business relevance, and communicates insights through clear, compelling storytelling.
• Business Acumen & Consultative Mindset – Thinks beyond compensation norms; integrates business strategy, talent priorities, and customer impact into recommendations. Brings forward ideas that balance competitiveness, equity, and cost.
• Strategic Communication & Influence – Able to present complex compensation concepts and proposals clearly to varied audiences, including senior leaders.
• Autonomy & Adaptability – Comfortable occasionally operating in environments with minimal structure or defined processes. Takes initiative, adjusts to shifting priorities, and works independently while seeking input where needed.
• Creativity & Innovation – Brings a fresh perspective to compensation design and delivery. Willing to challenge assumptions and offer new approaches that better meet evolving business and employee needs.
• Collaboration & Relationship Building – Builds strong, trust-based relationships across HR, business, and technical teams. Works collaboratively to co-create solutions, resolve conflicts, and bring stakeholders along the journey.
• Workday & HR Systems Proficiency – Familiarity with Workday Compensation and related configuration.
• Excel & Modeling Expertise – Advanced Excel skills (e.g., modeling, scenario analysis, formulas); able to build dynamic tools that support real-time business decision-making.
• Organizational & Project Management Skills – Strong prioritization and organizational capabilities. Manages multiple projects with attention to detail, proactive communication, and accountability for deliverables.
• Integrity & Discretion – Exercises sound judgment in handling sensitive information and maintaining confidentiality at all times.

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