Global Compensation Analyst

What you'll do

• Understand, apply, iterate, and actively reinforce the company’s Job Architecture and leveling framework globally
• Support design and evolution of compensation programs to drive simplification, standardization, and internal equity
• Partner with HR Business Partners and Talent Acquisition to ensure roles are leveled and aligned to strategy
• Conduct job evaluations and market pricing using Aon Radford and other survey providers
• Deliver strategic guidance to HR, Talent Acquisition, and business leaders for market competitive and equitable compensation
• Support pricing for new roles, promotions, reorganizations, and structural changes
• Partner with Finance and Sales Operations to support commission and incentive compensation plans
• Assist with plan modeling, cost analysis, and scenario testing for pay-for-performance alignment
• Review commission structures for consistency with job levels, pay mix, and compensation philosophy
• Support execution of annual compensation processes including merit increases and incentive programs
• Analyze outcomes for equity, compression, and competitiveness and support leadership reviews
• Serve as key contact for HR teams on compensation inquiries and ensure consistent policy application
• Provide subject-matter-expert guidance to HR, Talent Acquisition, managers, and employees
• Regularly audit compensation data in Workday HCM and resolve discrepancies
• Maintain documentation, controls, and audit-ready records for public company compliance
• Contribute to ad-hoc analyses and strategic compensation initiatives
• Develop compensation reporting and analytics for HR, Finance, and leadership
• Support continuous improvement of compensation processes, tools, and governance

Requirements

• 3–6+ years of experience in compensation or total rewards
• Hands‑on experience with market pricing and survey data, including Aon Radford
• Experience supporting sales incentive or commission plans
• Strong analytical and Excel skills (modeling, pivot tables, lookups)
• Working knowledge of job architecture, leveling frameworks, and salary banding
• High attention to detail, discretion, and sound judgment in handling confidential information
• Experience in a public company, SaaS, or high-growth environment (preferred)
• Familiarity with additional survey providers (Mercer, WTW, Culpepper) (preferred)
• Experience with HRIS and compensation tools (e.g., Workday, Anaplan, PayScale) (preferred)
• Exposure to global compensation practices and pay transparency requirements (preferred)
• Strong communication skills and ability to influence across functions and levels (preferred)

Tech stack

Benefits