Compensation Analyst

Seeking a Lead Compensation Analyst to own global market pricing and analytics across all levels.  Scope includes pricing new and emerging roles (e.g., AI/ML), leading company- and subsidiary-wide reviews, building equity/RSU models and compensation adjustment plans, and advising leaders on offers and strategy. Partners closely with Executives, HRBPs, Payroll, Finance, and Workday team to deliver competitive, compliant, and scalable programs globally.

Key responsibilities:

• Market pricing and job architecture
  • Conduct compensation analyses for all levels, including executive roles.
  • Price new/emerging jobs (AI/ML, etc.); recommend ranges and levels.
  • Refine job architecture, leveling, descriptions, and posting ranges with HRBPs/TA.
  • Build market ranges using Radford and other sources (Deel/SHRM, etc.).
• Programs and reviews
  • Lead company and subsidiary merit/market/bonus reviews; deliver insights and recommendations.
  • Provide compensation adjustment recommendations balancing market, equity, and budgets.
  • Review offers for range alignment, internal equity, and market position.
  • Partner with overseas teams to address under-competitive markets.
• Equity and modeling
  • Build equity and financial models (RSU allocation, pay mix, multi-year total comp).
  • Support terminations by reviewing equity vesting, proration, and forfeiture.
  • Prepare and administer equity grant cycles to review recommendations, validate data, and communication of grant details.
• Compliance, audits, and pay equity
  • Run pay equity analyses; support EU Pay Transparency Directive and other global requirements.
  • Audit job classification with Payroll (e.g., exempt status); ensure data integrity.
  • Maintain compensation governance and documentation.
• Systems, surveys, and data
  • Lead the annual compensation process in Workday in partnership with our HRIS team
  • Own all compensation data in the Workday system
  • Partner with Workday on compensation displays, ranges, perform UAT.
  • Complete and manage surveys (Radford, SHRM, etc.); reconcile data and fill gaps.
  • Build dashboards and analyses for executives and HR partners.
• Stakeholder partnership
  • Present strategies and outcomes to executives.
  • Advise HRBPs and leaders on pricing, leveling, offers, adjustments, and bonus design.