Senior Compensation Analyst

Osaic

Senior Compensation Analyst enhancing compensation programs and analytics in a financial services company. Collaborating with leadership to modernize compensation practices and drive data integrity initiatives.

Posted 5/14/2026full-timeAtlanta • Arizona, Florida, Minnesota, New York • 🇺🇸 United StatesSenior💰 $100,000 - $125,000 per yearWebsite

About the role

Key responsibilities & impact

Support the design, execution, and continuous improvement of compensation programs, including base pay, incentives, and recognition
Serve as a trusted advisor to HR Business Partners and business leaders on offers, promotions, market adjustments, and pay decisions
Provide practical, data-informed recommendations in a fast-moving, evolving environment
Partner in the validation, refinement, and ongoing management of job architecture based on the McLagan framework
Review and update job descriptions, job profiles, leveling, and job family assignments
Conduct job evaluations, including FLSA classification and leveling alignment
Benchmark roles using survey data and market intelligence to ensure external competitiveness
Lead efforts to assess, clean, and standardize compensation and job data within Workday
Identify data gaps, inconsistencies, and risks, and implement practical solutions to improve data quality
Establish repeatable processes and governance for maintaining high-quality compensation data
Partner with HRIS to improve system structure, data flows, and usability
Build and enhance compensation reporting using advanced Excel and Workday reporting capabilities
Develop scalable dashboards and visualizations (e.g., Power BI) to support decision-making
Deliver actionable insights on trends such as pay equity, compression, retention risk, and market positioning
Lead execution of the annual merit and bonus planning cycles
Build models, tools, and reporting to support effective planning and budget alignment
Partner with Finance and HR to ensure alignment between compensation decisions and financial targets
Support design, modeling, and administration of incentive plans, including collaboration with Finance and Sales leadership
Identify opportunities to streamline and automate compensation processes using analytics, tools, and emerging technologies
Create clear, structured documentation for compensation programs, processes, and tools

Requirements

What you’ll need

Bachelor’s degree in Human Resources, Business, Finance or a related field preferred
Minimum of high school diploma or equivalent is required
7+ years of progressive compensation experience
Strong experience with job architecture, job leveling, and benchmarking
Demonstrated experience with annual merit and bonus cycles
Advanced proficiency in Excel (complex modeling, data manipulation, scenario analysis)
Hands-on experience with Workday Compensation and reporting (beyond standard report running)
Ability to work effectively in ambiguous, evolving environments
Strong analytical, problem-solving, and stakeholder communication skills

Benefits

Comp & perks

health
vision
dental insurance
401k
paid time away
volunteer days

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

compensation programsjob architecturejob levelingbenchmarkingdata analysisExcelWorkday CompensationPower BIdata quality improvementincentive plan design

Soft Skills

analytical skillsproblem-solvingstakeholder communicationadaptabilitytrust advisorcollaborationprocess improvementdocumentation skillsdecision-makinggovernance