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Open nowPosted 2 days ago

Compensation Analyst

Legence35 open roles

Where
United States
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Your applicationOpen nowCompensation AnalystLegence · United States

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  5. 34.1%30 days
This job: posted 2 days ago

The posting

Job Summary: We are seeking an analytical and detail-oriented Compensation Analyst to support the design, analysis, and ongoing evaluation of our compensation programs. This role will serve as a primary resource for market pricing and benchmarking, job architecture, compensation structures, compensation analysis and reporting, and pay equity support. Working closely with the Director, Compensation & Benefits, the Compensation Analyst will translate market and internal data into clear, well-supported recommendations that advance fair, competitive, compliant, and scalable pay practices. The role partners with HR Centers of Excellence, Finance, Legal, and business leaders across the organization. Central Time Zone preferred. Key Responsibilities: Market Pricing & Benchmarking

Lead job evaluations and market pricing using third-party compensation surveys, benchmarking tools, and internal comparison data. Analyze external market data and internal pay positioning to recommend salary ranges, hiring targets, geographic differentials, and other pay considerations. Develop well-supported pricing recommendations for new roles, releveling, reorganizations, promotions, and other organizational changes, with clear documentation of methodology and assumptions. Maintain benchmark job matches and coordinate annual compensation survey participation, including job matching, submissions, data review, and quality validation.

Job Architecture & Compensation Structure

Support the development, implementation, and ongoing maintenance of job architecture, including job families, career tracks, levels, and titling conventions. Partner with HR Business Partners and leaders to evaluate jobs, recommend appropriate levels, and promote consistent application of the job architecture across the organization. Review and consult on job descriptions to improve clarity, consistency, and alignment with job families, career levels, and market benchmarks. Analyze, build, and maintain compensation structures, including salary ranges, grade assignments, geographic differentials, and related guidelines. Support modeling and recommendations for structure adjustments to address market movement, internal equity, compression, scalability, and business needs.

Compensation Data Analysis & Reporting

Analyze internal compensation data, including range penetration, compa-ratio, compression, progression, pay relationships, and other workforce trends. Build and maintain compensation reports, dashboards, and decision-support tools for Compensation, HR, and leadership. Ensure data accuracy through disciplined validation, reconciliation, documentation, and thoughtful review of assumptions.

Pay Equity & Compliance

Conduct and support pay equity analyses, identify potential areas for review, and assist with remediation modeling and planning in partnership with HR and Legal. Support compensation audit requests, documentation, data validation, and control activities to maintain process integrity and audit readiness. Apply consistent compensation practices and document recommendations to support defensible and equitable pay decisions.

Stakeholder Partnership & Program Support

Work closely with the Director, Compensation & Benefits and other stakeholders on compensation analysis, program design, job architecture, and compensation structure initiatives. Coordinate and drive day-to-day analytical and operational support for annual compensation cycles, including planning, system setup, administration, modeling, analysis, and validation. Provide data-backed compensation guidance to HR and business leaders for hiring, promotions, internal mobility, and organizational changes; escalate complex cases and policy exceptions as appropriate. Prepare clear analyses, summaries, and recommendations for leadership review. Provide backup support for broader compensation and equity-related activities as needed. Perform other duties as assigned.

Required Qualifications:

Bachelor's degree in Human Resources, Finance, Business, Economics, Data Analytics, or a related field. Minimum of 3 years of compensation experience, with direct exposure to market pricing, compensation survey analysis, job architecture, compensation structures, and/or compensation analytics. Experience supporting job evaluation, job leveling, job architecture frameworks, and compensation structures. Strong analytical and advanced Excel skills, including pivot tables, lookups, formulas, modeling, data validation, and clear presentation of findings. Ability to manage detailed work with a high degree of accuracy, judgment, organization, and confidentiality. Strong written and verbal communication skills, including the ability to explain compensation analyses and recommendations clearly to HR and business stakeholders. Ability to travel occasionally for business needs, meetings, and onsite collaboration, as required.

Preferred Qualifications:

Experience with pay equity analysis and supporting annual merit and bonus cycles. Experience with HRIS, compensation survey, market-pricing, or reporting tools such as CompAnalyst, MarketPay, Excel, Power BI, or similar platforms. Certified Compensation Professional (CCP) designation or progress toward certification.

  #LI-SC1 #LI-Remote

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