Compensation Analyst

The Compensation Analyst is responsible for providing professional guidance and support in applying compensation administration policies, maintaining compensation-related data systems, and facilitating the implementation of compensation programs. Additionally, the consultant will provide advice, training, and support to HR partners, client groups, and other stakeholders.

Job Duty 1 -
Conduct statistical analyses to identify internal pay disparities; collaborate with HR and legal teams on remediation strategies; and monitor trends to report progress toward internal equity goals.

Job Duty 2 -
Analyze employee compensation data to identify trends in pay progression, compression, and turnover; track key metrics such as compa-ratio, average increase percentages, and incentive payout distributions; and develop dashboards and visualizations to support leadership in making informed compensation decisions.

Job Duty 3 -
Support the development and distribution of compensation planning tools and templates for managers, and provide training and ongoing assistance to HR partners and managers throughout the annual compensation cycle.

Job Duty 4 -
Interpret and apply compensation-related policies, procedures, and regulations to ensure compliance with federal, state, and local laws (e.g., FLSA, Equal Pay Act), while supporting audits and responding to compensation-related inquiries.

Job Duty 5 -
Review and approve compensation for new hires, promotions, and internal transfers, ensuring alignment with internal equity and the organization's compensation philosophy; and provide guidance to recruiters and HR business partners on compensation-related matters.

Job Duty 6 -
Maintain compensation-related data in HRIS and compensation planning systems; test and validate system updates or new tool implementations; and troubleshoot issues related to compensation workflows.

Job Duty 7 -
Serve as a subject matter expert on compensation policies and practices by providing one-on-one support to HR business partners and managers on pay decisions, and by developing and delivering training sessions on key compensation topics.

Job Duty 8 -
Collaborate with the classification team to maintain alignment between job classifications and compensation practices, providing input on classification decisions that impact evaluating reclassification requests from a compensation perspective to maintain internal equity and compliance.

Job Duty 9 -
Perform other duties as assigned.

Educational Requirements
Bachelor's degree in related discipline or equivalent, related experience.

Preferred Educational Qualifications
Master's degree in related discipline or equivalent, related experience.

This is not a supervisory position.
This position does not have any financial responsibilities.
This position will not be required to drive.
This role is not considered a position of trust.
This position does not require a purchasing card (P-Card).
This position will not travel
This position does not require security clearance.