About this role
Overview
The Compensation Analyst supports the design, administration, and analysis of the organization's compensation programs, working under the guidance of senior compensation staff. This role assists with job evaluation, classification, market pricing, salary administration, sales compensation administration, and pay equity analysis, and partners with HR and business leaders to deliver accurate, well-documented compensation data and recommendations.
The ideal candidate has 3–5 years of hands-on compensation or HR analytics experience, strong Excel and data skills, and the judgment to flag issues and propose options — while escalating higher-risk or precedent-setting decisions (executive pay, large-scale restructures, pay equity remediation) to senior compensation leadership.
Responsibilities
Compensation Analysis & Consulting
- Conduct compensation analyses — internal equity reviews, market pricing studies, salary benchmarking, cost/financial impact analyses, and ad hoc surveys — and summarize findings clearly for HR and business stakeholders.
- Prepare data-driven analysis to support pay decisions, market adjustments, promotions, and reclassifications; present options and recommendations to the Compensation Manager for final approval.
- Monitor market trends and survey data to help keep salary structures competitive.
Job Evaluation & Classification
- Assist with the review of new position and reclassification requests, including job analysis and comparison against existing benchmarks.
- Apply established job evaluation methodologies and leveling guides consistently; recommend job grades and salary ranges for review by senior compensation staff.
- Partner with HR and business leaders to draft and maintain accurate job descriptions.
Sales Compensation & Pay Equity Support
- Support administration of sales compensation and commission plans, including calculations, reporting, and troubleshooting routine issues.
- Assist with pay equity audits by compiling and analyzing data; escalate identified disparities to the Compensation Manager for remediation planning.
Documentation & Compliance
- Maintain accurate documentation, including job descriptions, org charts, market pricing data, and compensation analyses.
- Ensure recommendations and data support internal equity, external competitiveness, and applicable compensation policy and pay transparency requirements.
Cross-Functional Collaboration
- Collaborate with HR, Talent Acquisition, HR Business Partners, and business leaders on compensation-related requests.
- Support additional HR projects and programs as assigned.
Qualifications
Bachelor's degree and 3–5 years of professional experience in compensation, human resources, finance, or a related field
OR
- High School Diploma/GED and 7–9 years of relevant compensation experience
- Hands-on experience with compensation analysis, market pricing, and salary benchmarking
- Working knowledge of job classification and job evaluation methodologies
- Experience supporting sales compensation or commission plan administration
- Advanced Microsoft Excel skills (pivot tables, VLOOKUP/XLOOKUP, formula-based modeling); comfort working with large data sets
- Experience with HRIS systems (e.g., Workday, UKG, ADP) and/or compensation survey platforms (e.g., Radford, Mercer, Willis Towers Watson, PayScale, Salary.com)
- Ability to manage multiple priorities and deadlines in a fast-paced environment
- Strong attention to detail and data accuracy, with sound judgment about when to escalate
Preferred Qualifications
- Progress toward or completion of Certified Compensation Professional (CCP) certification
- Prior healthcare or multi-site organization experience
- Exposure to organizational restructuring or workforce planning support work
- Familiarity with pay transparency / pay equity reporting requirements
Physical and Mental Demands
This position will spend long hours sitting and using office equipment and computers. The position may also entail light lifting of supplies and materials occasionally, up to and including 20 pounds in addition to reaching, stooping, standing, and walking. This position requires the ability to talk, hear, compare, compute, compile, copy, analyze, coordinate, synthesize, negotiate and communicate. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential job functions.
W ork E nvironment
Standard office working environment that may be busy and noisy at times.
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