What are the responsibilities and job description for the Senior Compensation Analyst position at Hunter+Sage?
We’re partnering with a growing organization in Sugar Land to identify a Senior Compensation Analyst who is ready to take on significant ownership and help shape the future of its compensation strategy.
This is not a maintenance-only compensation role. You’ll step into an evolving environment where you can create structure, improve programs, influence decisions, and become a key compensation resource for leadership. As the function grows, this position offers a clear path toward a Compensation Manager or Total Rewards Manager opportunity.
Responsibilities:
- Develop and enhance the organization’s job architecture, leveling framework, job codes, and compensation structures
- Perform market benchmarking and competitive pay analysis across corporate and hourly employee populations
- Establish and maintain salary ranges and compensation guidelines
- Evaluate roles for appropriate compensation levels and FLSA classification
- Participate in external compensation surveys and analyze market data from sources such as Mercer, WTW, Radford, and similar platforms
- Support annual merit and incentive planning, including data review, modeling, approvals, system preparation, and payroll coordination
- Conduct analyses related to pay equity, pay transparency, minimum wage requirements, and compensation compliance
- Advise HR and business leaders on offers, promotions, internal moves, and other compensation decisions
- Build compensation models, dashboards, reports, and recommendations for leadership
- Assist with executive compensation analysis and special compensation projects
- Create manager-facing compensation resources, guidelines, and communications
- Partner closely with HR, Finance, and business leadership to ensure compensation programs remain competitive, equitable, and aligned with business needs
- Play an integral role in developing scalable compensation processes as the organization continues to grow
Qualifications:
- 5 years of progressive compensation experience
- Strong background in market pricing, compensation analysis, salary structures, and benchmarking
- Experience with job architecture, job leveling, and compensation frameworks
- Ability to work independently and take ownership of compensation initiatives from analysis through implementation
- Advanced Excel capabilities, including PivotTables, VLOOKUPs, macros, and complex compensation modeling
- Strong analytical judgment with a high level of accuracy and attention to detail
- Ability to translate compensation data into clear recommendations for HR and business leaders
- Experience supporting both hourly and corporate employee populations is highly desirable
- Manufacturing industry experience is preferred
- Bachelor’s degree preferred; highly relevant experience may be considered in lieu of a degree
Additional pluses: CCP certification, Power BI, Workday, and executive compensation experience.