New

Sr Total Rewards Analyst (Hybrid)

FormFactor, Inc.

Apr 06, 2026
Forming Our Future together FormFactor, Inc. (NASDAQ: FORM), is a leading provider of essential test and measurement technologies along the full semiconductor product life cycle - from characterization, modeling, reliability, and design de-bug, to qualification and production test. Semiconductor companies rely upon FormFactor's products and services to accelerate profitability by optimizing device performance and advancing yield knowledge. The company serves customers through its network of facilities in Asia, Europe, and North America. Rooted in our core values - Focus on the Customer, Ownership & Accountability, Respectfully & Effectively Communicate, and Motivate & Develop People - we foster an environment where diverse perspectives are not only welcomed but celebrated. Everyone can make an impact here. Whether it's improving products, supporting customers, or positively influencing peers and the community, the contributions of our people matter. Shift: The regular hours for this position are day shift. Job Description: The Sr Total Rewards Analyst provides analytical and operational support for the Company's compensation and total rewards programs, with a primary focus on compensation (approximately 75%) and secondary support for benefits (approximately 25%). This role supports the execution of base pay, bonus, equity, and sales compensation programs, contributes to compensation analytics and reporting, and helps maintain compensation systems and tools. The analyst plays a key role in supporting a new market pricing tool (Bettercomp), producing accurate analyses, and ensuring compensation programs are administered consistently, competitively, and in alignment with internal guidelines and governance standards. This is an individual contributor role focused on execution, analysis, and program support. Key Responsibilities: Compensation (Primary Focus - ~75%) Market Pricing & Analytics Support the implementation, maintenance, and ongoing use of the Company's market pricing tool. Conduct job pricing and benchmarking analyses using external survey data and internal job architecture. Prepare compensation analytics, models, and reports to support decision-making, reviews, and approvals. Partner with senior Total Rewards team members to ensure data accuracy, consistency, and documentation. Compensation Program Support Support the administration and communication of base pay programs, including salary planning, promotions, job changes, and off cycle adjustments. Assist with the execution and communication of annual and ongoing bonus programs, including eligibility validation, data preparation, calculations, and payout support. Provide analytical and administrative support for equity programs (e.g., stock grants, refresh cycles). Support sales compensation programs through data validation, reporting, and coordination with stakeholders. Systems & Process Support Provide compensation systems support, including data audits, uploads, testing, and troubleshooting in HRIS and compensation tools. Assist in maintaining compensation guidelines, process documentation, and standard operating procedures. Identify opportunities to improve compensation tools, workflows, and reporting efficiency. Benefits & Total Rewards Support (Secondary Focus - ~25%) Provide analytical and operational support for benefits programs, including data reviews, audits, and benchmarking. Assist with annual enrollment cycles and ongoing benefits administration support in partnership with People Operations. Respond to employee and People Partner inquiries related to total rewards programs, policies, and processes. Reporting, Compliance & Collaboration Develop and maintain standard reports and dashboards related to compensation and total rewards programs. Support pay equity analyses, audits, and compliance activities with accurate data and documentation. Collaborate cross functionally with People Experience Partners, Finance, People Operations, and Legal to ensure smooth program execution. Help translate complex compensation information into clear, employee and manager friendly materials. Preferred Qualifications: Bachelor's degree in Human Resources, Finance, Business, Economics, or a related field. 3-5 years of experience in compensation, total rewards, or an analytically focused HR role. Strong analytical and quantitative skills, with the ability to interpret and explain compensation data. Advanced Excel skills and experience working with HRIS and compensation systems. High attention to detail and ability to manage multiple priorities in a deadline driven environment. Experience supporting market pricing tools and compensation survey data (e.g., Radford or similar). Exposure to bonus, equity, or sales compensation program administration. Familiarity with pay equity concepts and compensation governance practices. CCP, CEBS, or progress toward certification is a plus. Skills: Analytics, Base Compensation, Benefits Administration, Compensation Administration, Compensation Analysis, Compensation and Benefits, Compensation Programs, Compensation Structures, Compensation Surveys, Employee Compensation, Employee Compensation and Benefits, Equity Compensation, Global Compensation, HR Analytics, HR Benefits, HR Compensation, HR Reporting, Incentive Compensation, Microsoft Excel, Microsoft Office, Sales Compensation, Workday Advanced Compensation, Workday Compensation Education & Experience: Minimum of 5 years of related experience with a Bachelor's degree; or 3 years and a Master's degree; or a PhD without experience; or equivalent work\| Required Pay Range: Pay Range Explained: Equal Employment Opportunity Statement FormFactor is an equal opportunity employer. FormFactor complies with all national, state, and local laws that seek to promote equal opportunities for any applicant or employee without regard to age, race, color, gender, gender identity/expression, national origin, sexual orientation, religion, disability, marital status, pregnancy or related condition, military service, or any other legally protected characteristics. These protections apply to all aspects of employment, including but not limited to, recruitment, hiring, training, promotions, and compensation. For roles that are designated as remote-eligible, employees cannot be located in:AL, AK, AR, DE, GA, HI, IL, IA, KY, LA, ME, MD, MS, MO, NE, NV, NJ, NM, ND, OK, PA, RI, SC, SD, TN, WV, WI, WY. This list is continuously evolving and being updated, please check back with us if the state you live in is on the exclusion list. A role is remote-eligible only when it is listed as "Remote" in the job location.