Senior Compensation Analyst

WHAT YOU WILL BE DOING:

• Lead pre-cycle compensation data readiness activities, including data validation, issue resolution, and coordination with HRIS, Payroll, and Finance prior to annual planning cycles.
• Own day-to-day execution of the annual compensation cycle, including merit increases, bonus planning support, equity data preparation, and validation of compensation changes.
• Maintain accurate and up-to-date compensation data within the HRIS, including salary updates, job level changes, market benchmarks, and audit checks
• Coordinate and manage annual and ad-hoc compensation survey submissions (e.g., Radford, Mercer), ensuring data accuracy, completeness, and adherence to submission timelines, and coordination with vendors and internal stakeholders
• Prepare salary benchmarking analyses by consolidating external survey data, running internal comparisons, and drafting market positioning summaries for review within defined guidelines
• Perform compensation reconciliations and audit checks to ensure approved changes are accurately reflected across HRIS, payroll, and reporting outputs.
• Support compensation-related inquiries by assisting with data analysis and implementation of approved changes from HR Business Partners, Talent Acquisition, Finance, and business stakeholders with accurate data and timely turnaround.
• Partner with Talent Acquisition by providing compensation inputs for offers, leveling guidance, and market positioning support.
• Support compensation-related compliance requirements by assisting with data analysis, impact assessments, and execution of changes arising from statutory, regulatory, or audit needs.
• Maintain clear documentation of compensation processes, assumptions, and data sources to support consistency, audit readiness, and knowledge transfer.
• Identify compensation data issues or out-of-policy scenarios and escalate with clear analysis and recommended next steps.
• Support testing, validation, and ongoing optimization of compensation-related tools, templates, and system workflows.
• Support off-cycle compensation requests, adjustments, and special analyses in alignment with established guidelines.
• Participate in compensation-related projects and initiatives as assigned, supporting broader Total Rewards objectives

WHAT YOU BRING:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
• 5–7 years of experience in compensation analysis, HR analytics, or total rewards operations.
• Working knowledge of compensation practices, salary benchmarking, and annual compensation cycle
• Demonstrated experience supporting end-to-end annual compensation cycles, including pre-cycle data readiness, validation, and post-cycle audits.
• Experience performing compensation data audits, reconciliations, and quality checks to ensure accuracy across HRIS, payroll, and reporting outputs.
• Experience identifying opportunities to improve compensation processes, documentation, or data flows to increase efficiency and reduce manual effort.
• Strong proficiency in MS Excel and data analysis (including working with large datasets, lookups, validation, and analysis); experience working with HRIS and compensation tools
• High attention to detail with the ability to manage and validate large data sets accurately.
• Ability to manage multiple operational tasks and deadlines in a fast-paced environment.
• Strong written and verbal communication skills, with the ability to explain compensation data clearly to stakeholders.
• Working familiarity with compensation-related regulations in the U.S. and India.
• Hands-on experience with compensation surveys such as Radford and Mercer, including data preparation, submission, and post-survey data review.

• Preferred Qualifications:
• Experience supporting global or multi-country compensation programs.
• Exposure to technology, SaaS, or fast-growing organizations.
• Experience supporting high-growth or scaling environments.

• Key Competencies:
• Strong analytical and quantitative skills to interpret compensation data and identify trends.
• Operational rigor and attention to detail to ensure data accuracy, compliance, and audit readiness.
• Ability to collaborate effectively with HR, Talent Acquisition, Payroll, Finance, and business stakeholders.
• Problem-solving mindset with the ability to address compensation-related issues pragmatically.
• Strong time-management skills to balance recurring compensation cycles with ad-hoc requests.
• Adaptability to evolving compensation programs, tools, and business needs.
• Professional judgment and discretion in handling sensitive compensation data across diverse cultural and regulatory contexts.