Compensation Analyst

Position summary

Pay and schedule

• Full-time hybrid opportunity within Minnesota.
• Starting salary range is $80,000–$90,000 annually.

Compensation strategy and collaboration

• Develop compensation and costing solutions aligned with organizational strategy and total rewards practices.
• Design and maintain compensation methodologies and reporting capabilities.
• Advise HR leaders on new-hire pay, pay ranges, promotional increases, pay transparency, policy interpretation, and pay equity.
• Work with Compensation, HR, and HRIS partners to define adaptable tools, requirements, and reports.

Reporting, analysis, and costing

• Gather requirements and facilitate discussions that inform compensation costing and analysis tools.
• Develop reporting measures with Total Rewards and HRIS partners and present results to leadership.
• Build adaptable tools for costing base, variable, and bonus compensation across organizational segments.
• Model annual performance and merit increases by performance type and organizational cost.
• Support quarterly and annual planning with costing, accounting, aging, projections, scenarios, and formulas.
• Serve as a subject matter expert on compensation reporting and present themes, gaps, and solutions.

Pay equity and compensation culture

• Develop policies and communications addressing wage compression and equal pay; conduct internal audits and present data to HR leaders.
• Maintain employee data and plan-design features in the incentive and bonus system.
• Use statistical methods, including multiple regression, to explain how pay relates to position, performance, gender, and other variables.

Benefits

• Benefits include paid time off, health coverage options, life and disability insurance, a 401(k) match, therapy and health programs, fertility benefits, tuition assistance, and training opportunities.

Requirements

• Ability to conduct compensation analysis and make recommendations aligned with talent and financial goals.
• Ability to analyze compensation data and provide accurate reporting and recommendations to leaders.
• Understanding of pay equity, pay transparency, and compliant compensation practices.
• Ability to use statistical techniques, including multiple regression, to analyze pay relationships and explain results.
• Ability to collaborate with HR leaders, HRIS professionals, and Total Rewards partners.