Compensation Analyst

Compensation Analyst

Location: Wilmington, Delaware

Work Arrangement: Hybrid – Onsite Tuesday, Wednesday and Thursday

Employment Type: Contract-to-Hire

Conversion Salary Range: $75,000–$94,000

Start Date: ASAP

Submission Requirement: Please include the candidate’s required conversion salary with every submission.

Position Overview

Our client is seeking an experienced Compensation Analyst to serve as a strategic compensation partner and internal consultant to HR Business Partners and business leaders. This role extends beyond reporting and data analysis and requires someone who can translate compensation data into practical recommendations, influence stakeholders, and connect compensation programs to broader business objectives.

The ideal candidate will bring strong compensation experience, hands-on Workday knowledge, and the communication skills to build trusted relationships across the organization. Experience with PayFactors or a comparable compensation market-data platform is highly preferred.

Key Responsibilities

Compensation Consulting and Strategic Partnership

• Serve as a trusted compensation consultant to HR Business Partners and business leaders.
• Build strong, ongoing partnerships with stakeholders through regular meetings and communication.
• Provide consultative guidance on pay decisions, compensation policies, incentive programs, and FLSA classification.
• Translate compensation data into strategic recommendations that support business goals, recruitment, and employee retention.
• Advise stakeholders on compensation needs and challenges while effectively influencing business decisions.
• Present compensation strategies and recommendations to leadership.
• Lead projects and take an active role in driving initiatives through completion.

Job Evaluation and Market Analysis

• Conduct evaluations for new and existing positions using internal and external market data.
• Recommend appropriate job grades, titles, salary ranges, and compensation levels.
• Complete salary surveys and analyze results to ensure competitive market positioning.
• Load and maintain market data within PayFactors or a comparable compensation database.
• Develop recommendations for market adjustments and geographic pay differentials.
• Research competitive compensation practices and recommend relevant survey participation.
• Partner with HR, business, and finance teams to evaluate cost implications and maintain accurate job descriptions.

HR Systems and Data Management

• Maintain accurate compensation information in Workday, including job codes, geographic differentials, documentation, and reporting.
• Review compensation changes in Workday for accuracy and approve them for payroll processing.
• Partner with HR Technology to create and upload mass data changes.
• Produce analytical reports and extract compensation data to support business decisions.
• Maintain historical records and change logs for job evaluations, FLSA testing, and compensation decisions.

Compensation Programs and Compliance

• Support the development and administration of annual bonus plans, variable compensation programs, merit budgets, merit matrices, and recognition programs.
• Manage and support employee recognition platforms and related initiatives.
• Maintain a working understanding of performance-management processes and their relationship to compensation programs.
• Conduct regular audits related to FLSA classifications, minimum-wage requirements, and fair-pay practices.
• Develop and deliver compensation training, communications, and policy updates.
• Support compensation-related integration activities associated with mergers and acquisitions.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Finance, or a related discipline.
• Three to five years of applicable compensation experience, preferably within a mid-sized or large matrixed organization.
• Hands-on experience working with Workday is required .
• Experience using PayFactors or a comparable compensation market-data platform is strongly preferred.
• Demonstrated ability to act as a strategic partner and compensation consultant—not solely a reporting or systems resource.
• Knowledge of federal and state compensation laws, FLSA requirements, and relevant HR policies and procedures.
• Advanced Microsoft Excel skills, including formulas and pivot tables; VBA experience is a plus.
• Strong mathematical, analytical, and problem-solving abilities with excellent attention to detail.
• Excellent communication, presentation, and interpersonal skills.
• Ability to explain complex compensation information clearly and persuasively to stakeholders at different levels.
• Proven ability to organize, prioritize, and manage multiple projects and responsibilities.
• Ability to work independently while contributing effectively within a smaller, collaborative team.
• CCP, PHR, or another relevant professional designation is preferred.

Ideal Candidate

The ideal candidate is proactive, collaborative, and comfortable wearing multiple hats within a smaller team. They understand the technical and analytical aspects of compensation but can also step beyond the data to provide thoughtful guidance, build credibility with stakeholders, and help drive strategic business outcomes.