Compensation Analyst

About the Role, Mission or Department Overview

To help us do this essential work, The New York Times is hiring a Compensation Analyst. Reporting to the Director, Compensation, this hands-on role will play a fundamental role in maintaining, developing, evolving, and administering our compensation philosophy and strategy, and help us communicate the value of our total rewards to employees. We are stewards of the business and ambassadors of the employee experience.

This is a hybrid position with a required in-office presence of three days per week in our NYC HQ.

Responsibilities:

• Support activities to develop, implement, and administer compensation policies and programs.

• Support and administer all the company's wide compensation programs, including merit, bonus, and equity.

• Participate in compensation surveys to collect and analyze survey data.

• Conduct benchmarking processes and analyze internal and external market data to evaluate and determine the competitiveness of salaries, bonuses, and equity programs.

• Ensure compliance with federal, state, and local compensation laws and regulations.

• Prepare reports and presentations for management regarding compensation information.

• Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world.

Basic Qualifications:

• 2 years of experience applying company policies and procedures to resolve a variety of issues. Experience determining a course of action based on guidelines and modifying processes and methods as required.

• Experience with HRIS systems such as Workday.

• Experience working on problems of moderate scope, which are often varied and routine, where analysis of situations or data requires a review of a variety of factors.

• Experience applying learned techniques and contributing to analysis and investigation.

• Experience building productive internal/external working relationships to resolve mutual problems by collaborating on procedures or transactions.

• Experience providing standard professional advice and creating initial reports/analyses.

REQ-019655

For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs. 

For roles outside of the U.S., information on benefits will be provided during the interview process.

The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all  backgrounds to apply.

We are  an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics.  The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here. 

The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email reasonable.accommodations@nytimes.com. Emails sent for unrelated issues, such as following up on an application, will not receive a response.

The Company encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.

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