Senior Compensation Analyst (Compensation Programs)

Accountabilities: • Lead and support the end-to-end administration of annual merit planning, including system setup coordination, testing, reporting, communications, governance, and stakeholder support.

• Oversee annual incentive and bonus planning activities, coordinating with stakeholders, validating data, and completing payout calculations and reporting.

• Manage and support annual performance management cycles, including goal setting, mid-year reviews, year-end evaluations, calibration activities, system administration, and process enhancements.

• Serve as a primary subject matter expert and administrator for Workday compensation and performance management processes.

• Develop and maintain project plans, timelines, documentation, job aids, training resources, leadership materials, and employee communications for compensation and performance programs.

• Monitor program execution and identify opportunities to improve efficiency, effectiveness, governance, and the overall user experience.

• Produce standard and ad hoc reports, dashboards, and compensation analyses to support business decisions, program evaluation, and compliance requirements.

• Partner with HR Business Partners, Payroll, Talent Acquisition, Human Resources Operations, and business leaders to troubleshoot issues and ensure smooth program delivery.

• Support salary structure updates, market pricing activities, compensation analyses, and other compensation-related initiatives.

• Provide backup administration for executive compensation programs, including Long-Term Incentive (LTI), Deferred Compensation Plan (DCP), and Supplemental Executive Retirement Plan (SERP) processes.

• Assist with executive compensation reporting, plan administration, participant communications, and annual program activities.

• Participate in compensation audits, compliance activities, regulatory reporting, and compensation governance processes.

• Support special projects involving compensation, performance management, human capital programs, Workday enhancements, process automation, and organizational initiatives.

• Maintain compensation policies, procedures, process documentation, and program controls while supporting additional analyses and projects as needed.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field is required, or an equivalent combination of education and relevant professional experience.

• 7+ years of progressive compensation experience, including compensation program administration, market pricing, and compensation consulting.

• At least 3 years of experience in a senior-level compensation role.

• Experience leading annual compensation planning processes, including merit, bonus, and performance management cycles.

• Demonstrated experience managing or contributing to compensation-related projects and process improvements.

• Experience partnering with senior leaders and HR stakeholders on complex compensation matters.

• Strong hands-on experience with Workday is required.

• At least 2 years of executive compensation experience is preferred, particularly with programs such as LTI, DCP, or SERP.

• Strong analytical and problem-solving skills, with the ability to interpret compensation data and translate findings into actionable insights.

• Excellent project management and organizational skills, with the ability to manage multiple timelines, stakeholders, and priorities.

• Strong written and verbal communication skills, including the ability to create clear employee and leadership communications.

• High attention to detail and commitment to accuracy, confidentiality, compliance, and sound compensation governance.

• Ability to collaborate effectively across HR, Payroll, Talent Acquisition, business leadership, and other internal teams.

• Experience with Power BI is a plus.

• Ability to work independently and effectively within a remote-first environment.

Benefits

• Competitive salary ranging from $84,900 to $108,200 , with actual compensation adjusted based on experience and other job-related factors permitted by law.

• Remote-first work environment designed to support flexibility, collaboration, and work-life balance.

• Medical insurance with telemedicine options.

• Dental and vision coverage.

• Basic and optional life insurance.

• Company-paid disability insurance.

• 401(k) retirement plan with employer matching.

• Health Savings Account (HSA) with company contributions.

• Flexible Spending Account (FSA).

• Supplemental insurance options.

• Paid time off and 12 paid holidays.

• Maternity, parental, and family care leave.

• Community volunteer time off.

• Employee Assistance Program (EAP) supporting mental health, stress management, and overall well-being.

• Wellness program and resources supporting employee health.

• Tuition reimbursement opportunities.

• Professional development opportunities and company-paid FLMI and ICA courses.

• Inclusive, people-focused culture emphasizing belonging, psychological safety, and meaningful collaboration.

• Ongoing opportunities to contribute to strategic initiatives and advance your career within a stable, innovative financial technology environment.

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