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 p rograms.

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.