| GCi's Senior Compensation Analyst will lead analytically rigorous, market-aligned compensation solutions that support attraction, retention, and internal equity. This role partners with HR and business leaders to price jobs to market, maintain job architecture and salary structures, support annual compensation cycles (merit, bonus, and focal reviews), and provide guidance on offers and employee compensation changes. The Senior Compensation Analyst ensures pay practices are compliant and scalable, produces clear reporting and insights, and helps leaders make consistent, data-driven compensation decisions. |
| ESSENTIAL DUTIES AND RESPONSIBILITIES AT ALL LEVELS: |
|
Compensation Programs & Market Pricing
- Conduct market pricing using multiple survey sources and internal benchmarks; evaluate job matches recommend market positioning, and document pricing rationale
- Develop, maintain, and administer salary structures (grades, ranges, differentials), ensuring alignment with market movement, internal equity and pay philosophy
- Partner with HR Business Partners and Talent Acquisition to provide guidance on competitive pay ranges, offers, and pay adjustments
- Support compensation governance by applying policies consistently, identifying exceptions, and escalating risks or trends as appropriate
|
|
Job Architecture & Job Evaluation
- Evaluate roles for jobs for level, scope, complexity, and FLSA status using established job architecture and evaluation frameworks
- Maintain accurate, market-aligned job descriptions and ensure alignment between role content, leveling and compensation structures
- Provide consultative guidance to HR Business Partners and leaders on job leveling, career progression, and internal consistency
- Support ongoing job architecture maintenance, including audits, documentation standards, and alignment to external market benchmarks
|
|
Annual Compensation Cycle
- Support annual merit and annual/quarterly bonus cycles by preparing guidelines, eligibility files, and manager tools in alignment with compensation philosophy and budget parameters
- Perform data validation, audits and quality checks to ensure accuracy, compliance and equitable outcomes
- Partner with HR, Payroll, and Finance to resolve issues, manage timelines, and ensure smooth execution of compensation processes
- Contribute to post-cycle analyses and summaries, highlighting outcomes, trends, and insights for leadership review
|
|
Incentive & Offer Support
- Advise on compensation decisions including new hire offers, promotions, transfers, reclassifications, and retention actions in accordance with policy and governance standards
- Provide analytical support for incentive plans (annual/quarterly or sales), including eligibility validation, calculations, and documentation
- Partner with Finance and Payroll to ensure accurate implementation of compensation changes and incentive payouts
- Identify potential pay risks or inconsistencies and recommend solutions aligned with internal equity and market competitiveness
|
|
Data, Systems & Reporting
- Maintain compensation and job data within HCM and compensation systems, ensuring accuracy through regular audits and reconciliations
- Develop dashboards, reports, and analyses to support compensation decision‑making (e.g., market positioning, pay equity indicators, cycle outcomes).
- Translate complex compensation data into clear, actionable insights for HR partners and business leaders.
- Collaborate cross‑functionally with HRBPs, Talent Acquisition, Payroll, Finance, and business leaders to support consistent, data‑driven compensation practices.
|
|
| COMPETENCIES: |
- ACCOUNTABILITY- Takes ownership for actions, decisions, and results; openly accepts feedback and demonstrates a willingness to improve.
- BASIC PRINCIPLES - Interacts with people in a way that builds mutual trust, confidence, and respect; adheres to GCI’s Code of Conduct for Employees – the Basic Principles.
- COLLABORATION - Works effectively with others to accomplish common goals and objectives; maintains positive relationships even under difficult circumstances.
- Demonstrated ability to constructively interact with employees and leadership at all levels in the company.
- COMMUNICATION- Conveys thoughts and expresses ideas appropriately and professionally.
- Ability to communicate difficult or complex compensation matters to stakeholders at all levels.
- COMPLIANCE - Follows internal controls; protects confidential information; abides by GCI’s Code of Business Conduct & Ethics.
- CUSTOMER FOCUS - Demonstrates commitment to service excellence; gives high priority to customer satisfaction.
- RELIABILITY - Consistently follows through on assigned tasks as expected; demonstrates timely attendance at meetings, training, and other work obligations.
- RESULTS - Uses a combination of job knowledge, initiative, sound decision making, innovation, adaptability, and problem solving.
- Demonstrated ability to analyze complex challenging problems and situations leading to optimal solutions.
- Ability to quickly and accurately research issues and propose solutions or a course of action following company policy and best practices.
- Knowledgeable of corporate budgets with an understanding of financial principles and budgeting processes to evaluate the cost implications of compensation decisions.
- Expertise in conducting market research, including salary surveys and data collection techniques.
- Working knowledge of competitive compensation practices with a solid understanding of compensation functions such as finance, math, regression, and statistical analysis.
- Ability to accurately assess jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
- SAFETY & SECURITY - Supports a safe work environment by following all workplace safety rules and guidelines; complies with applicable Security policies and procedures.
- TECHNICAL PROFICIENCY -
- Ability to effectively use data analysis software and HR information systems (HRIS).
|
|
Additional Job Requirements:
This senior-level position requires advanced proficiency in all areas of responsibility, performing highly complex tasks with minimal supervision and broad independent judgment.
Minimum Qualifications:
Required: *A combination of relevant work experience and/or education sufficient to perform the duties of the job may substitute to meet the total years required on a year-for-year basis
- High School diploma or equivalent.
- Bachelor’s degree in Human Resources, Business Management/Administration, Finance, Economics, or a relevant field. *
- Minimum of six (6) years of progressive responsibilities in Human Resources, Payroll, Business Administration, Business Management, Economics, or related background. *
- Including a minimum of four (4) years in a compensation focused role.
Preferred:
- Experience in finance or statistical analysis.
- At least one HR Certification obtained through SHRM (SHRM-CP or SHRM-SCP), HRCI (PHR, SPHR, CPHR), or World at Work (CCP, CECP, CSCP).
|
|
DRIVING REQUIREMENTS:
- This position may require access to reliable transportation for occasional travel between retail store locations, offices, worksites, or other locations as needed.
|
| PHYSICAL REQUIREMENTS and WORKING CONDITIONS: |
- Work is primarily sedentary, requiring daily routine computer usage.
- Ability to work shifts as assigned, work in standard office/home office setting, and operate standard office equipment.
- Ability to accurately communicate information and ideas to others effectively.
- Physical agility and effort sufficient to perform job duties safely and effectively.
- Ability to make valid judgments and decisions.
- Available to work additional time on weekends, holidays, before or after normal work hours when necessary.
- Must work well in a team environment and be able to work with a diverse group of people and customers.
- Virtual workers must comply with remote work policies and agreements.
|
| The company and its subsidiaries operate in a 24/7 environment providing critical services to Alaskans and may need to respond to public health and safety matters or other business emergencies. Due to business needs employees may be contacted outside of the core business hours to respond to the immediate emergency. As such, you will be requested to provide emergency after hours contact numbers, to include your home and cell phone numbers if you have those services. |
| Culture, Engagement, and Connection: At GCI, we foster an environment where the unique perspectives of our employees, customers, and fellow Alaskans are celebrated. We add value to our community by nurturing and empowering each member of our workforce, ensuring equal opportunities for every Trailblazer. |
| EEO: GCI is an equal opportunity employer. Qualified applicants are considered for employment without regard to race, color, religion, national origin, age, sex, sexual orientation, gender identity, marital status, mental or physical disability, veteran status, or any other status or classification protected under applicable state or federal law. |
| DISCLAIMER: The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. |
| All employees of GCI work in support of the GCI Mission Statement and Declaration of Principles which are located on the GCI Career page and Employee portal. |
