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 United States.

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Compensation AnalystHuman Resources

What We Offer

~3 min read

This fully remote role will support the development and administration of scalable compensation programs within a fast-growing organization operating across multiple states. You will help shape market pricing, job evaluation, salary structures, job architecture, internal equity, and geographic compensation practices. Working closely with HR leadership, Talent, Finance, Payroll, and business leaders, you’ll turn compensation data into clear recommendations that support informed decisions. The position combines analytical depth with practical program management, including annual merit reviews, compensation modeling, and workforce planning. You’ll also help establish consistent job families, career levels, and compensation practices as the organization continues to expand. This is an opportunity to build compensation infrastructure that is competitive, equitable, consistent, and sustainable at scale.

✓Conduct market compensation research and benchmark new and existing positions using industry, geographic, labor-market, and compensation survey data.

✓Develop and maintain salary ranges, job levels, compensation structures, and other frameworks that support organizational growth.

✓Evaluate positions based on responsibilities, scope, complexity, qualifications, organizational level, and market data to recommend appropriate classification and compensation.

✓Develop, review, and maintain job descriptions in partnership with HR and business leaders, ensuring consistency in scope, qualifications, and organizational level.

✓Analyze internal pay relationships to identify potential compression, equity, market alignment, and compensation consistency concerns.

✓Conduct geographic compensation analysis for employees across multiple states and locations.

✓Prepare compensation recommendations for new hires, promotions, market adjustments, equity adjustments, reclassifications, and other compensation changes.

✓Lead the annual merit and compensation review process, including modeling, coordination, analysis of recommendations, exception identification, internal equity reviews, and assessment of organizational and financial impact.

✓Develop and maintain job architecture, including job families, career levels, and consistent leveling criteria for individual contributor and leadership roles.

✓Prepare compensation reports, models, trend analyses, and recommendations for HR and executive leadership to support compensation planning and decision-making.

✓Partner with Finance and Payroll on compensation budgeting, workforce planning, and accurate implementation of approved changes.

✓Periodically review shift differentials, premiums, incentive programs, and other compensation components for market competitiveness and internal consistency.

✓Maintain compensation data, methodologies, documentation, and supporting materials to ensure programs remain consistent, scalable, and defensible.

✓Support compensation-related compliance requirements while maintaining strict confidentiality of employee compensation information.

✓Manage multiple compensation projects and priorities in a fast-paced, growing environment.

✓Annual salary of $90,000–$115,000 for this exempt position.

✓Fully remote work opportunity, with hybrid flexibility where applicable for employees located near a facility.

✓Medical, dental, and vision coverage.

✓Paid holidays and paid time off.

✓401(k) plan with company matching of up to 4%.

✓Tuition reimbursement.

✓Paid parental leave.

✓Short-term disability coverage.

✓Flexible work/life balance.

✓Employee discount programs.

✓Opportunity to help build scalable compensation infrastructure within a rapidly growing organization.

✓Dedicated and collaborative environment with cross-functional exposure to HR, Talent, Finance, Payroll, and executive leadership.

Requirements

~2 min read

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or an equivalent combination of education and relevant experience.
4+ years of experience in compensation, total rewards, HR analytics, or a related field, including hands-on compensation analysis.
Strong knowledge of market pricing, compensation benchmarking, salary structures, job evaluation, and internal equity analysis.
Working knowledge of federal and state wage-and-hour regulations and other compensation-related employment requirements.
Experience developing and analyzing job descriptions based on responsibilities, scope, qualifications, and organizational level.
Advanced proficiency in Google Sheets or Microsoft Excel, with the ability to analyze complex compensation data and translate findings into practical recommendations.
Experience using market pricing and compensation tools such as ERI, Payscale, or comparable platforms.
Strong analytical, organizational, and problem-solving skills, with excellent attention to detail.
Strong written and verbal communication skills and the ability to present compensation information clearly to HR and business stakeholders.
High level of discretion and confidentiality when handling sensitive employee compensation data.
Ability to manage multiple projects, deadlines, and priorities effectively in a rapidly growing organization.
Must be authorized to work in the United States; visa sponsorship is not available.
Ability to travel to the organization’s corporate location in Reno, Nevada, approximately once per quarter, with additional travel as business needs require.
Preferred experience includes 5+ years in compensation or total rewards, particularly within a multi-state organization.
Experience supporting compensation programs in manufacturing, industrial, technology, or other fast-growing environments with both hourly and salaried employees is a plus.
Experience developing job architecture, job families, career levels, salary structures, geographic compensation practices, compensation models, or annual merit programs is preferred.
Experience with HRIS platforms, compensation survey tools, and compensation modeling is advantageous.
CCP, SHRM, or another relevant compensation or HR certification is a plus.