Compensation Analyst

United StatesRemoteFull-timemid

Compensation AnalystHuman Resources

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Quick Summary

Overview

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Compensation Analyst based in the United States.

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Compensation AnalystHuman Resources

What We Offer

~4 min read

The Compensation Analyst will play a key role in supporting the design, analysis, and administration of compensation programs across a dynamic, multi-site organization. This position offers the opportunity to turn market data and internal pay information into actionable insights that support competitive, consistent, and equitable compensation practices. Working closely with HR, Talent Acquisition, Payroll, Finance, and Legal teams, you will contribute to salary structures, annual merit and incentive cycles, and individual pay decisions. You will also help maintain accurate compensation records, strengthen reporting processes, and ensure alignment with applicable wage and hour regulations. This is an excellent opportunity for an analytical, detail-oriented professional to build expertise in compensation strategy, data analysis, and HR operations. The role combines hands-on execution, cross-functional collaboration, and meaningful contributions to fair and effective pay practices.

✓Conduct job evaluations and market pricing using compensation benchmarking data to recommend appropriate job grades and competitive salary positioning for new, existing, and evolving roles.

✓Participate in external compensation surveys, analyze market trends, and identify competitive pay gaps to inform compensation recommendations.

✓Develop and maintain job descriptions in collaboration with HR Business Partners and organizational leaders, ensuring responsibilities, qualifications, and FLSA classifications are appropriately documented.

✓Support the annual review and maintenance of salary structures, including market adjustments, salary range updates, and financial modeling of proposed changes.

✓Coordinate annual merit, incentive, and salary increase cycles by preparing budgets, developing models, validating eligibility and calculations, preparing manager worksheets, and coordinating updates with HRIS and Payroll teams.

✓Review off-cycle compensation changes, including promotions, transfers, new-hire offers, and market or internal equity adjustments, ensuring alignment with salary ranges, internal equity principles, and approval policies.

✓Administer compensation-related agreements, including retention bonuses, hygiene-related agreements, and tuition arrangements, by preparing documentation, tracking contractual terms, and coordinating payments and recoveries with Payroll.

✓Maintain the integrity of compensation data across HRIS and payroll systems by auditing job codes, grades, salaries, effective dates, and pay components and resolving discrepancies.

✓Prepare recurring and ad hoc reports on salary changes, compa-ratios, salary range penetration, pay equity, and other compensation metrics to support decision-making by HR, Finance, and leadership.

✓Monitor compensation practices for compliance with federal, state, and local wage and hour regulations, including minimum wage requirements, exempt salary thresholds, and pay transparency legislation.

✓Serve as a point of contact for compensation-related requests from HR, Talent Acquisition, and business leaders, providing clear guidance on salary ranges, job offers, and compensation policies.

✓Create and maintain compensation tools, templates, process documentation, and training materials while identifying opportunities to improve workflows and operational efficiency.

✓Handle sensitive compensation information with discretion, follow data privacy and access standards, and perform additional duties as needed to support organizational objectives.

✓Full-time employment opportunity in a compensation-focused analytical role.

✓Opportunities to develop expertise in compensation benchmarking, salary structures, pay equity, and incentive program administration.

✓Exposure to cross-functional projects involving Human Resources, Talent Acquisition, Payroll, Finance, and Legal.

✓Opportunities to strengthen analytical, financial modeling, reporting, and HR systems skills.

✓Professional development opportunities through hands-on experience with compensation programs, market data, and regulatory compliance.

✓Salary, healthcare coverage, paid time off, retirement benefits, flexibility, and other employment perks: Specific details were not provided in the available job description and should be confirmed with the hiring team.

Requirements

~2 min read

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field.
At least 5 years of experience in compensation or HR Operations, with direct involvement in compensation programs such as salary benchmarking, merit cycles, pay adjustments, or incentive administration.
Strong Excel skills, including lookup functions, pivot tables, data analysis, and financial modeling.
Working knowledge of the Fair Labor Standards Act (FLSA) and applicable wage and hour regulations.
Experience entering, maintaining, and auditing employee compensation data in an HRIS or payroll system.
Strong analytical thinking and problem-solving skills, with the ability to interpret market data, identify discrepancies, and develop well-supported recommendations.
Excellent attention to detail and accuracy when working with compensation calculations, financial models, employee records, and pay-related transactions.
Clear written and verbal communication skills, with the ability to explain compensation concepts and policies to stakeholders with varying levels of technical expertise.
Strong collaboration skills and the ability to work effectively with HR, Payroll, Finance, Legal, and business leadership.
High levels of integrity, discretion, and professionalism when handling confidential employee and compensation information.
Preferred qualifications: Experience with Payfactors or Payscale compensation benchmarking platforms; experience in healthcare or multi-site organizations; and a WorldatWork Certified Compensation Professional (CCP) or SHRM-CP certification, or progress toward either credential.