Compensation Analyst

This role will challenge your quantitative skills by involving you in budget modeling, financial reporting, benchmarking, and ad hoc analytics to support our global employee compensation program. You will leverage advanced data tools and methodologies to ensure the accuracy and integrity of compensation and market data. The Compensation Analyst needs to ensure the accuracy and integrity of all compensation and market data in the information systems and be able to work closely with People Team colleagues and other functional groups.Essential FunctionsCollaborate with a cross-functional team to utilize your quantitative expertise in supporting the salary administration process, including the annual compensation review, salary increase budgets, bonus accrual/forecasting, equity planning, and structure adjustmentsCollaborate with Finance to deliver data-driven financial accrual reports and projections with precision and accuracyDevelop sophisticated budget models and financial accrual reports with meticulous attention to detail and diligence, ensuring high accuracy through advanced quantitative methods and collaborative team effortsCollaborate with leading market data vendors (e.g., Aon/Radford, Willis Towers Watson, Mercer) to leverage their insights and tools effectivelyServe as the subject matter expert for market data processes, tools, and timelines, utilizing platforms like Salary.com’s CompAnalyst and WorkdayFacilitate a global benchmarking exercise across multiple regions and market survey vendorsConduct cost modeling and impact analyses related to compensation program changesSupport development of global total rewards benchmarking insightsMonitor our data through robust validation and reconciliation processes to ensure optimal data integritySupport compensation team during compensation planning processInterface with Finance, HRIT, HR Systems, and Global Compensation teams to support day-to-day functions as well as project specific activitiesThis is a hybrid position. Hybrid employees can alternate time between both remote and office. Employees in hybrid roles are expected to work from the office 2-3 set days a week (determined by leadership/site), with a general guidepost of being in the office 50% or more of the time based on business needs.