Senior Compensation Analyst

Who you are

• Bachelor's degree in Human Resources, Business Administration, Finance,
• Or a related field. A Master’s degree or professional certifications (e.g., CCP,
• GRP) is a plus
• 5+ years of experience in compensation, preferably with experience with a
• Non-exempt/hourly workforce
• Proven experience designing and implementing compensation programs in
• A startup or high-growth environment
• Deep knowledge of compensation principles, job evaluation, salary
• Benchmarking, and equity compensation programs (stock options, RSUs,
• ESPPs, etc.)
• Strong analytical skills with the ability to interpret compensation data and
• Present insights to leadership
• Experience with compensation management software (e.g., Pave) and
• Workday HRIS is a plus
• Ability to manage multiple priorities in a fast-paced, evolving environment
• Excellent communication, negotiation, and interpersonal skills with the
• Ability to collaborate across teams
• Prolonged periods of sitting at a desk and working on a computer
• Occasional standing and walking within the office
• Manual dexterity to operate a computer keyboard, mouse, and other office equipment
• Visual acuity to read screens, documents, and reports
• Occasional reaching, bending, or stooping to access file drawers, cabinets, or office supplies
• Lifting and carrying items up to 20 pounds occasionally (e.g., office supplies, packages)

What the job involves

• Reporting to the Director of Total Rewards, the Sr.Compensation Analyst/Consultant will support the design, implementation, and administration of compensation programs that attract and retain talent across the company.
• You will contribute to this work by analyzing market data, ensuring compliance with global compensation regulations, and managing the day-to-day compensation programs that keep the People team running – including partnering closely with People Business Partners, managing survey submissions, and maintaining the company's pay band architecture.
• Your expertise will help support the company’s growth and scale while fostering a competitive and fair compensation structure across both domestic and international markets
• Compensation Strategy & Design: Support the Director of Total Rewards in
• Developing and refining compensation strategies that align with company
• Goals, industry benchmarks, and talent needs. Help ensure that
• Compensation packages are competitive and equitable across the
• Organization, both domestically and internationally
• People Team Support: Serve as a partner to the People Business Partner,
• People Operations, and Recruiting teams, supporting them on offers,
• Promotions, internal transfers, off-cycle adjustments, and employee-
• Specific pay questions. Build the recurring cadence, tooling, and self-service
• Guidance that allow these teams to resolve routine compensation questions
• Independently and escalate complex cases with the right context
• Program Management: Serve as project owner for recurring
• Compensation programs, including the annual merit and equity review, as
• Well as ad hoc programs such as periodic promotion review cycles. Build
• The timeline, coordinate inputs from People, Finance, and Payroll, prepare
• Manager-facing tools and guidance, and keep stakeholders on track
• Through each cycle
• Non-Exempt Compensation Design & Policy: Help design, document, and
• Maintain compensation programs and policies for the company’s non-
• Exempt/hourly workforce, including shift differentials, premium and on-
• Call pay, overtime practices, and pay-for-skills or certification premiums
• Partner with Legal, Payroll, and Operations to ensure programs are
• Compliant with FLSA and applicable state wage and hour requirements,
• And are administrable at scale across sites
• Benchmarking & Pay Bands: Manage the compensation survey cycle day to
• Day – data submissions, job matching and leveling, validation, and ad hoc
• Benchmarking requests. Use that data to build and recommend new pay
• Bands in Pave and maintain existing ones against market movement,
• Geographic differentials, and internal equity, and to document methodology
• And range placement guidance the People team can apply consistently
• Continuous Improvement: Monitor and evaluate the effectiveness of
• Compensation programs, making recommendations for adjustments and
• Improvements. Stay informed about trends in compensation, equity plans,
• And HR technology to bring innovative solutions to the company