Compensation Analyst II

Job Description Summary ‎ Supports the design, administration, and analysis of compensation programs that promote competitive, equitable, and compliant pay practices across the organization. Conducts market pricing, job evaluations, compensation analyses, and recurring program administration while partnering with HR Business Partners, Talent Acquisition, Finance, and business leaders to support compensation decisions, pay programs, and job architecture. Assists with compensation projects, survey participation, reporting, compliance activities, and continuous improvement initiatives that strengthen the organization's total rewards programs. The Compensation Analyst II works under general supervision and applies professional knowledge to independently complete recurring assignments and moderately complex projects. Decisions are made within established frameworks and impact project, process, and team-level outcomes. ‎ How will you make an impact & Requirements ‎ KEY RESPONSIBILITIES Conduct market pricing analyses using established compensation survey methodologies to evaluate external competitiveness and support pay recommendations. Perform job evaluations utilizing approved job architecture and leveling methodologies to recommend appropriate pay grade placement and internal alignment. Prepare compensation analyses for new hires, promotions, transfers, market adjustments, and other pay actions in accordance with organizational policies and compensation guidelines. Support recurring compensation programs including merit planning, incentive administration, salary structure maintenance, survey participation, and annual compensation review activities. Compile, analyze, and validate compensation data to identify trends, support pay equity reviews, and assist with development of recommendations. Build and maintain compensation reports, dashboards, spreadsheets, and data models that support business decision-making and operational reporting. Respond to compensation-related inquiries from HR Business Partners, Talent Acquisition, managers, and business leaders regarding compensation policies, market data, and job evaluation processes. Maintain compensation data within HR information systems and compensation management tools, ensuring accuracy, consistency, and data integrity. Assist with compensation audits, regulatory reporting, compliance reviews, and documentation supporting federal, state, and local compensation requirements. Participate in compensation projects involving market studies, salary structure updates, job architecture maintenance, process improvements, and system enhancements. Partner with HR, Finance, Talent Acquisition, HR Operations, and other stakeholders to support consistent compensation program administration and effective program execution. Maintain current knowledge of compensation practices, market trends, survey methodologies, regulatory requirements, and total rewards best practices. QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Mathematics, or a related field required. Typically requires two to four years of compensation, total rewards, human resources, finance, or related analytical experience. Working knowledge of compensation principles, market pricing methodologies, job evaluation techniques, salary administration, and pay practices. Must have experience using Workday, MS Excel, compensation survey platforms, and data analysis tools. Strong analytical, quantitative, problem-solving, and organizational skills with attention to detail and the ability to manage multiple priorities. Effective written and verbal communication skills with the ability to explain compensation concepts to managers, HR partners, and business stakeholders. Ability to maintain confidentiality while handling sensitive compensation and employee information. Certified Compensation Professional (CCP) designation or progress toward certification preferred. ‎ Compensation Range: $74,083.00 to $111,125.00 The anticipated base salary range represents the Company's good-faith estimate of the compensation it reasonably expects to pay for this position at the time of posting. Actual compensation will be determined based on factors including experience, skills, qualifications, geographic location, internal equity, and business needs.