Role Summary

The Senior Compensation Analyst will conduct data analysis related to the design, delivery, and ongoing evaluation of compensation programs. This role supports a variety of compensation initiatives, including market pricing, compensation planning, program administration, and the assessment of compensation practices and policies. The Senior Compensation Analyst will partner with HR and business stakeholders to develop insights and recommendations that support competitive, equitable, and effective compensation programs.

Here you can:

• Conduct market pricing, benchmarking, and competitive assessments for a broad range of roles, and summarize findings to support compensation recommendations.
• Partner with HR teams to address compensation-related matters and provide analytical support for compensation programs, recommendations, and decision-making.
• Participate in and organize market compensation survey data to support competitive analyses, market pricing, and pay assessments.
• Prepare compensation-related communications, presentations, and educational materials for employees, managers, HR partners, and senior leadership.
• Assess compensation levels, pay mix, and program effectiveness relative to market practices and internal equity considerations.
• Support annual compensation planning activities, data validation, reporting, and analysis.
• Support regulatory compliance, and governance initiatives through data analysis, reporting, and process execution.
• Monitor market, industry, and economic trends and provide recommendations to support the ongoing effectiveness and competitiveness of compensation programs.
• Partner with HR Operations and HR Technology teams to ensure HR systems accurately support compensation programs, job architecture, and pay administration processes.
• Support the administration and ongoing enhancement of employee recognition programs, including peer-to-peer recognition, anniversary milestone recognition, and spot recognition programs. Analyse program participation and effectiveness, partner with vendors and internal stakeholders, and help drive a consistent and engaging employee experience.
• Support the governance, maintenance, and continuous improvement of the global job architecture within the HRIS platform, ensuring accurate job data, consistent job levelling, and alignment with compensation and talent practices across the organization.