Full-Time Senior HR Operations & Compensation Analyst

We’re seeking a Mid-Level HR Operations & Compensation Analyst to develop, implement, and administer compensation programs. Also establish and report key metrics across HR and Recruiting.

You'll collaborate with HR, Recruiting, and senior leaders to keep pay structures competitive and equitable.

You’ll regularly track and present performance data and KPIs.

Key Responsibilities

1. Data Reporting & Analysis
   • Maintain compensation data in HR systems, ensuring accuracy and compliance.
   • Generate regular and ad-hoc reports (e.g., pay equity, market positioning, turnover correlation) to guide decision-making.
   • Generate, maintain, and distribute recurring and ad-hoc HR reports, including headcount, turnover, diversity, and compliance metrics.
   • Analyze HR data to identify trends, provide actionable insights, and support decision-making.
   • Create dashboards and visualizations that highlight key workforce metrics for leadership.
   • Own the twice-yearly engagement survey process, including administration, analysis, and action planning to drive organizational improvements.
2. Compensation Planning & Analysis
   • Partner with leaders to review job descriptions, evaluate positions, and make salary grade recommendations.
   • Support the annual merit increase and bonus cycles by providing data, tools, and analytics for managers.
   • Design, implement, and manage complex variable commission plans, ensuring alignment with business objectives.
   • Conduct compensation surveys, analyze market data, and benchmark roles to maintain competitive salary structures.
   • Interpret salary survey findings to recommend pay adjustments and salary ranges.
3. Data Management
   • Ensure HR data integrity by regularly auditing and validating data within HRIS and other systems.
   • Collaborate with HRIS and IT teams to maintain and improve data accuracy, processes, and reporting capabilities.
   • Document data management processes and reporting standards for consistency and compliance.
4. Collaboration
   • Partner with HR team members to understand reporting needs and deliver tailored solutions.
   • Work closely with leadership to support workforce planning, budgeting, and forecasting initiatives.
   • Serve as a liaison between HR, IT, and other departments to streamline data workflows and integrations.
   • Provide guidance to managers and employees on compensation philosophy, policies, and practices.
   • Work closely with the broader HR team to integrate compensation processes with performance management and employee development.
5. Compliance & Security
   • Ensure reports comply with legal, regulatory, and company standards, including confidentiality requirements.
   • Monitor and report on compliance metrics related to wage, hour, diversity, and other HR policies.
6. Continuous Improvement
   • Identify opportunities to automate repetitive reporting tasks and improve efficiency.
   • Stay updated on industry trends and best practices in HR analytics and reporting, recommending enhancements to existing tools and processes.

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