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Compensation Analyst

Alpharetta, GA | Full Time
14 Days Ago

Job Description


Compensation Plan Management - Supports organization’s leadership, making change recommendations when indicated, to ensure the company maintains competitive compensation practices and internal equity by preparing and analyzing the following:

- Participates in key industry compensation surveys, conducts research and analysis on market competitiveness, pay equity, and compensation trends to ensure on-going access to relevant, updated comp data in line with market competitors

- Analyzes survey outputs and keeps leadership informed of market trends and areas where adjustments may be indicated  

- In concert with the Sr. Manager, HR Operations, evaluates internal compensation levels relative to market data and makes compensation change recommendations to company’s leadership when indicated to ensure maintenance of a competitive position in the marketplace:

  • Finds competitive market data for various positions within the company utilizing external surveys, paid compensation benchmarking resources such as compensation analysis tools, candidate data, and additional information provided to the Company through strategic partnerships with colleges and universities
  • Evaluates company-wide internal equity across roles, making recommendations for adjustments/corrections when indicated, including cost of labor and cost of living considerations
  • Compiles base comp and projected total comp from profit plans to facilitate evaluation of internal equity by position. This includes proper application of the base compensation guidelines for advisors related to the NOI model
  • Makes recommendations for additional resources as needed
  • Benchmarks Trust Company team members relative to market data 

- Updates mid-year projections as variable comp payments are made 

- Compiles “final actual” business year comp reporting 

  • For Managing Director and Advisor roles, evaluates total compensation relative to Office and/or advisor revenue 

- In coordination with leadership and the Sr. Manager, HR Operations, makes recommendations and evaluates the ongoing evolution of the Company’s overarching Compensation Philosophy to ensure Trust Company teammates are paid competitively in comparison to industry peers and competitors

- Utilizing actual payroll data from Paylocity, creates and maintains company-wide records of base pay and other compensation components by division, department, position, grade, and role

  • Creates and regularly updates internal resources for confidential use by the HR team in making pay recommendations
  • This role requires intermediate to advanced level Excel skills to extrapolate data from reports that are currently available  

Compensation Plan Administration - Under the direction of the Sr. Manager, HR Operations, manages the details and compiles payment amounts for the company’s Variable Compensation Plan, Long Term Incentive Plan (LTIP), Short Term Incentive Plan (STIP), and Profit-Sharing Plan to include the following:

- Variable Compensation: Manages payment of variable compensation to the Field, ensuring the following:

  • Requirements have been met to qualify for scheduled payout (e.g. updated financial plans for advisors, current performance reviews for team members, and other miscellaneous requirements assigned by company leadership from time-to-time)
  • Office / team variable compensation numbers balance to Finance numbers
  • Payments are consistent across positions within each Office / Division
  • Works with leadership to address gaps when noted

- LTIP Plan

  • Works with Director, Financial Operations, to determine LTIP pool available for distribution each year
  • Reviews and evaluates payment amounts for prior LTIP grant cycles, compiles appropriate paydata of eligible LTIP participants, by category, and assists with communication of grant payment amounts to individuals
  • Once approved, prepares grant payment documents for distribution to LTIP participants for the given LTIP grant cycle
  • Partners with the Trust Company’s Finance team to obtain annual operating results that will be used to determine LTIP grant payouts
  • Prepares grant payout information for review/approval by Director, Human Resources, and Company’s Executive Leadership Team

- STIP Plan

  • Works with Sr. Manager, HR Operations, Director, Human Resources, and Director, Financial Operations during the annual business planning process to provide STIP budget numbers by department, ensuring appropriate bonus levels are applied in accordance with guidelines for each role
  • At year-end, works with Director, Human Resources and Director, Financial Operations, to calculate payout levels in accordance with STIP guidelines
  • Coordinates communication and facilitates feedback from department heads on the individual performance component of the STIP calculation and prepares documentation for employee files

- Profit-Sharing Plan

  • Works with Sr. Manager, HR Operations, Director, Human Resources, and Director, Financial Operations to determine eligible participants in the Profit-Sharing Plan according to plan rules
  • In advance of scheduled payments, works with leadership to determine payout amounts and coordinate logistics, communications, and timing of payments

Data Analysis and Information Reporting - Prepares comprehensive, detailed, timely reporting that's responsive to management's need for information, approaching requests in a helpful manner.

  • Prepares and maintains historical payroll data to support the organization 
  • Understands and is able to employ the reporting systems available through Paylocity and the Trust Company’s employee database system
  • Able to quickly pull together ad hoc reports from various information tracking systems as needed (Prophix, BI Tool) to meet organization’s need for information
  • Participates in the annual planning process with each field-based Managing Director and Support Department (National Office) Director including audit of compensation change requests to profit plans and alerting the Director, Human Resources of any discrepancies.
  • Masters the report-writing capabilities of the system to leverage technology to the greatest extent possible to manage compensation-related information and keep leadership informed 
  • Serves as the back-up for annual EEO-1 reporting

Human Resources Team Support

  • Works with management to create new job descriptions and advises managers on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines
  • Evaluates jobs and develops and maintains job descriptions and job architecture
  • Using knowledge of applicable employment laws such as FLSA, recommends appropriate job classifications based on the duties test and the compensation test

H.R. Information Systems

  • Populates and maintains comprehensive, current H.R. database including history files
  • Expertly employs the report-writer capabilities
  • Produces reports such as New Hire, Turnover, Compensation, FTE, Worker Data and Headcount reports
  • Maintains updated information in the company’s internally developed Employee Database System e.g. profit center allocations, tracking of key data that’s not available in Paylocity (e.g. financial plan update info), etc.  
  • Continually seeks ways to further leverage the HRIS system to streamline workload and enhance department efficiencies
  • Serves as system expert for HRIS and the Company’s Intranet; Organizes and maintains intranet resources in a way that is simple, meaningful, and visually engaging
  • Supports the HR Coordinator role with system support for the Learning Management System (LMS), Bridge, as needed

Mergers and Acquisitions Support

- Analyzes a variety of data to support leadership as they navigate the merger and acquisition process including such things as:

  • Total compensation and compensation component analysis
  • Total rewards package analysis


  • Anticipates needs and tries to stay "ahead of the curve" 
  • Identifies, researches, and resolves problems as they arise; approaches problems in a solution-oriented manner
  • Identifies personal training needs and initiates enrollment in appropriate courses
  • Approaches work interactions and relationships in a manner consistent with the Company’s Core Values
  • Maintains the highest Compliance standards by adhering to the company's Human Resources guidelines, Compliance policies and procedures, professional designation standards, and industry's regulatory standards to mitigate risk to the company.



  • Significant experience with spreadsheet programs, including intermediate to advanced level Excel skills 
  • Experience with report writing modules within HR systems, with Paylocity expertise preferred 
  • Experience in database management or IT systems 
  • Knowledge of applicable employment laws such as the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963, Lilly Ledbetter Fair Pay Act, etc.
  • Proven problem-solving ability
  • Exceptional interpersonal skills, including excellent verbal and written communication skills
  • Ability to manage a myriad of details with excellence
  • Exceptional organizational skills

Education, Experience & Skills:

  • 2-4 years of experience in a Compensation Analyst role preferred
  • Minimum of 5 years prior experience managing a significant level of detail required
  • Bachelor's degree required, with a focus in Human Resource Management, Information Technology, Management, or a related field a plus


  • SPHR, PHR, SHRM-SCP, SHRM-CP, CCP (Certified Compensation Professional), or CPP (Certified Payroll Professional) preferred

Company Overview

  • Website
  • Headquarters ROSWELL, GA
  • Size 200 - 500
  • Founded 2017
  • Type
  • Revenue $50M - $200M
  • Industry Financial Services
  • About ronald blue trust

Skills for Compensation Analyst

The job skills required for Compensation Analyst include Analysis, Planning, HRIS, Benchmarking, Leadership,and Competitiveness etc. Having related job skills and expertise will give you an advantage when applying to be a Compensation Analyst. That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by Compensation Analyst. Select any job title you are interested in and start to search job requirements.

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Career Path for Compensation Analyst

The following is the career advancement route for Compensation Analyst positions, which can be used as a reference in future career path planning. As a Compensation Analyst, it can be promoted into senior positions as a Stock Plan Administrator III that are expected to handle more key tasks, people in this role will get a higher salary paid than an ordinary Compensation Analyst. You can explore the career advancement for a Compensation Analyst below and select your interested title to get hiring information.