Sr. Compensation Analyst

Job description

**Role & responsibilities** - 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 **Preferred candidate profile** Bachelors degree in Human Resources, Business Administration, Finance, or a related field. - 6-9 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.