Description
Compensation Analyst
Department
Total Rewards / Human Resources
FLSA Status
Exempt
Position Summary
The Compensation Analyst plays a critical role in the design, analysis, and governance of market?competitive and internally equitable compensation practices. This role is responsible for independently conducting complex market pricing and job analysis, maintaining high?integrity compensation and market data, and ensuring alignment between job descriptions, job codes, and job architecture. The analyst serves as a trusted partner to HR Business Partners, Talent Acquisition, and Total Rewards leadership by delivering data?driven insights, applying sound compensation judgment, and supporting consistent, defensible pay decisions across the organization.
Essential Duties & Responsibilities
Market Pricing, Analysis & Advisory Support
Independently conduct market pricing analyses for new, evolving, and existing roles by matching internal job content to external survey benchmarks using consistent, well?documented methodology.
Analyze and interpret market data to provide clear recommendations on base pay and total cash positioning, including percentile placement, compa?ratio analysis, and market movement trends.
Support internal equity reviews and pay audits by evaluating compensation across roles, levels, and peer groups; summarize findings and risks for HR and business stakeholders.
Serve as an advisor to HR Business Partners and Talent Acquisition on compensation?related matters, including new hire offers, promotions, reclassifications, and organizational changes.
Compensation Data Management & Governance
Own the accuracy, integrity, and governance of compensation and market data repositories, ensuring auditability, version control, and appropriate documentation standards.
Lead survey participation processes, including job mapping strategy, data submission, vendor coordination, and maintenance of survey libraries and pricing logs.
Perform quality assurance reviews of compensation data used in analysis, reporting, and decision support, proactively identifying and resolving data issues.
Develop and maintain analytical tools, trackers, and documentation to support repeatable, scalable compensation processes.
Job Description Development & Job Architecture Alignment
Lead the development, review, and refinement of job descriptions to ensure clarity, consistency, and alignment with job architecture and market pricing standards.
Partner with HR Business Partners and business leaders to clarify role scope, responsibilities, and level distinctions that materially impact compensation outcomes.
Evaluate roles for appropriate leveling and comparability, ensuring job documentation supports structured internal comparisons and defensible market matches.
Maintain governance over the enterprise job description repository, ensuring timely updates and adherence to established standards.
Job Code Management & Structural Governance
Manage and govern job codes, titles, and job families to ensure consistency across HR systems, job documentation, and compensation structures.
Review and approve requests for new or revised job codes, assessing impacts to pay structures, internal equity, and job architecture integrity.
Partner with Total Rewards leadership on job architecture initiatives, including leveling frameworks, role differentiation, and structural consistency across the organization.
Reporting, Insights & Continuous Improvement
Prepare and deliver compensation analyses, summaries, and recommendations for HR leadership and business stakeholders.
Identify trends, risks, and opportunities related to market competitiveness, internal equity, and data quality.
Contribute to the development of compensation guidelines, governance standards, and process improvements that enhance consistency and decision quality.
Relocation Responsibilities
Administers and maintains the relocation process ensuring timely and accurate relocations.
Works with our relocation vendor to present estimated costs for each relocation package through Asplundh's approval process.
Analyzes relocation trends and provides reports on process improvements.
Qualifications
Education & Experience
Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.
2-5 years of progressive experience in compensation or Total Rewards or managing compensation data with demonstrated ownership of market pricing, job analysis, and data governance.
Strong working knowledge of compensation surveys, market pricing methodologies, and job evaluation or job architecture concepts.
Knowledge, Skills & Abilities
Advanced analytical and problem?solving skills with the ability to translate complex data into clear, actionable insights.
Strong judgment in applying compensation principles and balancing market data with internal equity considerations.
High attention to detail and commitment to data accuracy, documentation, and governance.
Advanced Excel skills and experience working with HRIS and compensation systems; comfort working with large, complex data sets.
Effective communicator with the ability to influence and partner across HR and the business.
Benefits
We offer a competitive range of benefits to support our employees' health, well-being, and financial security. Medical, dental, and vision benefits are available to all eligible employees on the first day of employment. For more information on the benefits available for this role, please contact the recruiter or hiring manager.
Individuals with a disability who desire a reasonable accommodation can contact the ADA Coordinator by calling 1-833-222-3066. We partner with the Department of Homeland Security/U.S. Customs and Immigration Service to e-Verify all newly hired employees.
An Equal Opportunity Employer.
Please note:
All job offers are subject to pre-employment drug screening and a background check.
Unless otherwise noted, we do not sponsor employees for work authorization in the U.S. for this position.
Notice to Agencies: We only accept resumes from recruiters, employment agencies, or staffing services if a Service Agreement has been signed and we have requested recruitment/staffing services for the specific position. Any unsolicited resumes will become the property of the company, and no fees or compensation will be paid to the recruiter, employment agency, or staffing service.
