The Sr. Compensation Analyst serves as a key compensation resource responsible for providing consultative support to Human Resources, Talent Acquisition, and business leaders on compensation programs and pay decisions. This role leads compensation projects, conducts complex analyses, and provides recommendations that support the organization's compensation philosophy, talent objectives, and business strategy.
Responsibilities/Essential Functions
- Partners with Human Resources Business Partners, Talent Acquisition, and business leaders to provide compensation guidance for hiring, promotions, transfers, reorganizations, retention actions, and other employee-related decisions.
- Conducts market pricing analyses and develops compensation recommendations that support attraction, retention, and internal equity objectives.
- Evaluates and approves compensation actions to ensure consistency with compensation philosophy, market competitiveness, internal equity, and established guidelines.
- May lead job evaluation and leveling activities utilizing the organization's job architecture framework.
- Serves as a compensation consultant to assigned client groups, providing guidance on compensation policies, practices, and market trends.
- May compensation-related projects including market reviews, annual increase programs, structure updates, compensation program enhancements, and process improvements.
- Analyzes compensation data, workforce trends, and external market information to identify risks, opportunities, and recommendations.
- Supports annual compensation planning activities including merit, promotional, and market adjustment processes.
- Develops reporting, analyses, and presentations to support compensation decision-making and executive discussions.
- Partners with HR, Finance, and business leaders to evaluate compensation program effectiveness and recommend improvements.
- Assists with compensation-related compliance activities and supports adherence to applicable regulations and company policies.
- Identifies opportunities to improve compensation processes, tools, reporting, and stakeholder experiences.
- Performs other duties as needed.
Knowledge/Skills/Abilities
- Advanced knowledge of compensation principles, salary administration practices, job evaluation methodologies, and market pricing techniques.
- Strong understanding of compensation program design and administration.
- Ability to independently conduct complex compensation analyses and develop recommendations for business leaders.
- Strong consultative and relationship-building skills with the ability