Sr Principal Compensation Analyst

Job Summary
The Compensation Analyst is responsible for supporting the design, implementation, administration, and analysis of compensation programs that attract, retain, and motivate employees while ensuring market competitiveness and internal equity. This role partners with HR, Finance, and business leaders to provide compensation insights, conduct market analyses, and support salary planning processes.

**Key Responsibilities
**Compensation Analysis & Benchmarking

• Conduct market pricing of positions using compensation surveys and external benchmarking data.
• Analyze internal and external compensation trends to ensure competitive pay practices.
• Evaluate job descriptions and support job levelling and salary grade assignments.
• Recommend salary structures, pay ranges, and compensation adjustments. **Annual Compensation Processes
  • Support annual merit, bonus, and promotion cycles.
  • Prepare compensation guidelines, budget analysis, and management reports.
  • Conduct pay equity reviews and identify areas requiring corrective action.
  • Validate compensation data and ensure accuracy of employee records. **Data Management & Reporting
    • Develop and maintain compensation dashboards, reports, and analytics.
    • Analyze compensation metrics including compa-ratio, range penetration, salary progression, and market positioning.
    • Prepare executive summaries and presentations for leadership review.
    • Ensure data integrity within HRIS and compensation systems. **Program Administration
      • Administer salary structures, incentive plans, and recognition programs.
      • Provide consultation to HR Business Partners, managers and recruiting on compensation-related matters.
      • Support offer evaluations, promotion recommendations, and retention proposals.
      • Assist in implementation of new compensation programs and policies. **Compliance & Governance
        • Ensure compliance with company compensation policies and applicable local labor regulations, especially recent labor code changes.
        • Support compensation audits and documentation requirements.
        • Maintain confidentiality of employee compensation information. ","************

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