Senior Analyst Compensation

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

Senior From the posting source checked Jun 20, 2026

Schedule

Shift type

Not verified

Weekend work

Not verified

Application

Cover letter

Not verified

Assessment

Not verified

Deadline

Not stated

Where they hire

State eligibility is not yet verified.

About this role

Senior Analyst Compensation Sant Just Desvern Requisition Number: 45814 Role Purpose Statement: Provide compensation expertise and analytical support by independently managing complex analyses and partnering closely with HR Business Partners and managers. The role focuses on applying compensation frameworks, market data, and job architecture with sound judgment to support consistent, competitive, and well‑informed compensation decisions aligned with business needs. Main Accountabilities: Independently perform and oversee more complex compensation analyses, including data modeling, reporting, dashboards, and multi‑source data review, translating insights into practical recommendations for HR partners and business stakeholders. Serve as a partner in job architecture and organizational structure assessments, analyzing alignment of role scope, job levels, and organizational changes, while considering cost impact, internal equity, and business risk. Assess non‑standard compensation‑related requests, such as promotions, re‑leveling, transfers, and organizational changes, reviewing these against compensation policies, approved budgets, market data, and workforce context, and proposing balanced recommendations and alternative scenarios when needed. Monitor market trends and developing reward practices, contributing insights and analysis that help inform continuous improvement of compensation programs and support alignment with external market expectations. Contribute to and, when appropriate, lead assigned workstreams within Tot

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