Senior Compensation Analyst

About the Role

The Senior Compensation Analyst plays a critical role in shaping how the organization attracts, retains, and rewards top talent. This position blends deep compensation expertise with an FP&A‑oriented mindset — someone who thrives in forecasting, headcount planning, budgeting, and transforming complex data into actionable insights.

You’ll partner closely with HR, Finance, and business leaders to ensure compensation programs are competitive, compliant, and aligned with organizational goals. This role is ideal for someone who loves diving into data, building scalable models, and influencing decisions through thoughtful analysis.

Key Responsibilities

• Compensation analysis and modeling: Lead the design, evaluation, and maintenance of compensation structures, salary ranges, and job leveling frameworks.
• Forecasting and headcount planning: Partner with FP&A and HRBPs to support workforce planning, budget cycles, and scenario modeling.
• Budgeting and cost modeling: Build and maintain compensation budgets, including merit, bonus, and equity planning.
• Advanced Excel and data management: Develop complex models, dashboards, and tools to support compensation decisions and reporting.
• 401(k) plan analysis: Support periodic plan reviews, compliance checks, and vendor reporting.
• Performance review cycle support: Manage compensation components of annual performance cycles, including calibration and pay recommendations.
• Monthly reporting and analytics: Deliver recurring compensation and workforce reports with insights for leadership.
• SOX controls and compliance: Maintain documentation, ensure audit readiness, and support internal control processes.
• Year-end compensation processes: Lead merit, bonus, and total rewards planning cycles with accuracy and efficiency.
• Total Rewards statements: Oversee creation and distribution of annual employee total compensation statements.

Qualifications

• 4 years of compensation or related analytical experience, ideally within HR, Finance, or FP&A.
• Strong FP&A mindset with experience in forecasting, budgeting, and workforce planning.
• Expert-level Excel skills including advanced formulas, modeling, pivot tables, and data visualization.
• Experience working with large data sets and HRIS/reporting tools (Workday, SAP, Oracle, or similar).
• Solid understanding of compensation principles including market pricing, job evaluation, and pay structures.
• Familiarity with SOX controls and compensation-related compliance requirements.
• Strong communication and stakeholder management skills with the ability to translate data into clear recommendations.