Senior Compensation Analyst
CannonDesign
full-time
Posted on:
Location Type: Remote
Location: United States
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Salary
💰 $99,840 - $124,800 per year
Job Level
About the role
- Conduct job evaluations using established job evaluation methodologies to ensure internal equity and alignment with the organization’s job architecture.
- Partner with HR and business leaders to review new, evolving, or complex roles and recommend appropriate job levels and pay positioning.
- Perform internal equity analyses and develop recommendations to address gaps while balancing business, talent, and budget considerations.
- Lead large-scale market pricing studies using external survey data to assess competitiveness across roles and geographies (US primary plus some international markets).
- Manage the annual review and update of salary structures based on market trends, internal data, and organizational strategy.
- Conduct market benchmarking for short-term incentive and variable pay programs to assess competitiveness and support program design decisions.
- Develop cost-effective compensation solutions and present findings and recommendations to senior HR and, on occasion, support the presentation to business leadership.
- Complete and submit relevant compensation surveys; maintain documentation of survey participation and outcomes.
- Coordinate with external consultants and vendors on specialized surveys or custom market studies.
- Support budgeting and forecasting for compensation survey participation and related expenses.
- Support the design, execution, and governance of annual compensation cycles, including performance reviews, merit increases, and related approval workflows.
- Analyze outcomes of annual programs to assess effectiveness, equity, and alignment with pay-for-performance principles.
- Provide guidance to HR partners and managers on compensation guidelines, program mechanics, and decision-making.
- Support the design, administration, and annual execution of variable pay and incentive programs, including data validation, modeling, and payout analysis.
- Partner with HR, Finance, and business leaders to ensure incentive outcomes align with plan design, performance results, and governance guidelines.
- Analyze incentive plan effectiveness and provide recommendations to improve alignment with pay-for-performance objectives.
- Conduct periodic pay equity analyses to identify disparities, assess root causes, and develop recommendations to address gaps while balancing legal, financial, and organizational considerations.
- Monitor and support compliance with compensation-related legislation, including pay transparency laws, minimum wage and minimum exempt salary requirements, federal contractor provisions, and other applicable regulations.
- Partner with Legal, HR, and leadership to ensure compensation programs, structures, and practices align with evolving regulatory requirements and internal equity standards.
- Partner with HRIS & HR Ops, plus Payroll/Finance as applicable, to ensure accuracy and integrity of compensation-related data in the system of record.
- Serve as a compensation subject matter expert on pay programs for HR system implementations or enhancements impacting.
- Identify opportunities for automation and process improvements within compensation administration.
- Support system configuration, data flows, and reporting related to variable pay and incentive plan administration.
- Review and recommend updates to compensation policies, procedures, and guidelines to ensure clarity, compliance, and scalability- for US and international markets where the company operates.
- Act as a trusted advisor to managers and HR colleagues on compensation decisions and policy interpretation.
- Develop and deliver compensation-related training and contribute to audit, education, and quality assurance activities.
Requirements
- Minimally an associate’s degree/Diploma in Business/HR Management or related field required.
- CCP or progress toward CCP certification strongly preferred.
- Minimum of 6+ years of progressive compensation experience, preferably in a mid-to-large, complex organization with multiple locations.
- Experience working with compensation surveys, job evaluation methodologies, annual compensation cycles, and variable pay/incentive programs.
- Strong knowledge of compensation principles, job architecture, market pricing, and pay-for-performance programs.
- Strong analytical skills, detail and accuracy orientation, checks work quality, able to recognize patterns and data concerns (e.g. ability to translate data into clear, actionable recommendations).
- Proficiency in HRIS and compensation management systems; advanced Excel and data analysis capabilities.
- Ability to discuss compensation concepts and application with team members and internal clients; including ability to influence and advise with confidence, discretion, and sound judgment.
- Strong written and verbal communication skills, including the ability to present complex concepts clearly.
- Understanding of U.S. compensation regulations and general awareness of global pay practices.
- Proven ability to manage multiple priorities, work independently, and deliver high-quality outcomes in a fast-paced environment.
Benefits
- Full benefit package including medical, dental and vision coverage
- Flexible spending account options
- Voluntary insurances
- Paid time off
- Flex-time schedules
- Remote work options
- 401k plan
- Employee perk programs
Applicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills & Tools
job evaluation methodologiesinternal equity analysesmarket pricing studiescompensation surveysvariable pay programsdata analysispay-for-performance programscompensation management systemsExcelbudgeting and forecasting
Soft Skills
analytical skillsattention to detailcommunication skillsinfluencing skillsadvisory skillsindependencetime managementpresentation skillsproblem-solvingcollaboration
Certifications
associate’s degreeCCP certification