Compensation Analyst

Benefits

Parental leave

6 weeks From the posting source checked Jun 20, 2026

Non-birth-parent leave

6 weeks From the posting source checked Jun 20, 2026

Family-building benefits

• Fertility benefits: Not verified
• Adoption assistance: Not verified
• Surrogacy assistance: Not verified

Mental health support

Not verified

Relocation assistance

Not verified

Childcare support

Not verified

Learning budget

Not verified

Verification

Source-linked checked May 7, 2026

Salary

Not verified

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Market context

U.S. role benchmark (BLS OEWS)

$81,650 U.S. median for this role

Projected growth (BLS Employment Projections)

+6.9% - Faster than average

Matched to SOC 13-1071 - Human Resources aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Role

Role function

Hr From the posting source checked Jun 20, 2026

Seniority

Mid From the posting source checked Jun 20, 2026

Schedule

Shift type

Not verified

Weekend work

Not verified

Company

Company stage

Public-company From the posting source checked Jun 20, 2026

Application

Cover letter

Not verified

Assessment

Not verified

Deadline

Not stated

Where they hire

State eligibility is not yet verified.

About this role

Compensation Analyst Sant Just Desvern Requisition Number: 45813 Role Purpose Statement: Deliver compensation analyses and support HRBPs and managers through the interpretation and application of compensation policies, market data, and job architecture, ensuring internal equity and external competitiveness. Main Accountabilities: Provide analytical support for compensation‑related requests such as data modeling, dashboards and work with a variety of data sources - extracting knowledge and actionable information from massive datasets, also on job leveling, promotions, transfers, and org changes, reviewing each case against compensation policies, approved budgets, and current workforce needs, and contributing well‑balanced recommendations and alternative solutions when appropriate. Partner closely with internal team members to support the evaluation of job structures, identifying potential misalignments related to job levels, role scope, or the need to create or eliminate positions, while thoughtfully considering business risks, cost impacts, and payroll implications. Monitor market trends and emerging reward practices, analyzing insights and contributing ideas that help adapt external best practices to the company's business context and strategy. Prepare reports and analyses related to jobs, compensation structures, and market benchmarks, collecting and consolidating data to support leadership discussions and informed decision‑making. Support and contribute to Total Rewards projects, including compensation and bene

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