Compensation Analyst Jobs
Compensation Analyst jobs are open across healthcare, financial services, technology, manufacturing, and consulting, at every level from entry-level analyst to senior and principal, with specializations in executive pay, equity administration, and job architecture. Find a role that fits from the openings below and apply directly.
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Showing 5 of 356+ Compensation Analyst jobs
The opportunity:
The Senior Compensation Analyst— North America plays a critical role in the design, analysis, and administration of compensation programs that attract, retain, and motivate talent while ensuring external competitiveness and internal equity. This role partners closely with HR Business Partners, Finance, and business leaders to deliver data-driven insights, support compensation strategy, and ensure compliance with applicable regulations across multiple jurisdictions.
How You Will Impact Smurfit Westrock:
Compensation Program Design and Administration
- Support the design, implementation, and ongoing administration of base pay, short-term incentives, and long-term incentive programs
- Evaluate and maintain salary structures, job architecture, and pay ranges to ensure market competitiveness and internal consistency
- Partner on annual compensation processes (merit, bonus, equity planning), including modeling, guidelines, and governance
- Maintain salary structures and pay ranges
Market Analysis and Benchmarking
- Conduct market pricing using survey data (e.g., Mercer, Radford, Willis Towers Watson)
- Analyze competitive positioning and recommend adjustments to salary ranges, job matches, and pay practices
- Develop insights on compensation trends across industry, geography, and employee segments
- Ensure adherence to federal, state, and local regulations (e.g., FLSA, pay transparency laws, equal pay requirements)
- Assist in audits, regulatory reporting, and documentation of compensation decisions
Business Partnership
- Consult with HR and business leaders on compensation decisions such as offers, promotions, and retention actions
- Provide guidance on pay positioning and internal equity considerations
- Translate compensation philosophy into practical application for managers
Process Improvement and Systems
- Drive automation and efficiency improvements in compensation processes
- Support HRIS and compensation system maintenance (e.g., Workday, SAP SuccessFactors)
- Ensure data integrity and governance within compensation systems
What You Need to Succeed:
Required
- Bachelor's degree in Human Resources, Business, Finance, or related field
- 3-5 years of progressive compensation experience
- Experience in a large, matrixed, or global organization with both salaried and hourly populations
- Strong knowledge of compensation-related laws and regulations (FLSA, Equal Pay Act, state/provincial pay transparency laws)
- Advanced skills in Excel and experience with HRIS and compensation systems (Workday preferred)
- Strategic thinking and business acumen with the ability to translate data into actionable recommendations for leaders
- Strong analytical and problem-solving skills
- Attention to detail and commitment to data accuracy
Preferred
- Certified Compensation Professional (CCP) strongly preferred
- SHRM-SCP, SPHR, or equivalent professional certification
- Experience in manufacturing (Paper, packaging, or forest products industries preferred)
- Active participation in professional organizations such as WorldatWork
The opportunity:
The Senior Compensation Analyst— North America plays a critical role in the design, analysis, and administration of compensation programs that attract, retain, and motivate talent while ensuring external competitiveness and internal equity. This role partners closely with HR Business Partners, Finance, and business leaders to deliver data-driven insights, support compensation strategy, and ensure compliance with applicable regulations across multiple jurisdictions.
How You Will Impact Smurfit Westrock:
Compensation Program Design and Administration
- Support the design, implementation, and ongoing administration of base pay, short-term incentives, and long-term incentive programs
- Evaluate and maintain salary structures, job architecture, and pay ranges to ensure market competitiveness and internal consistency
- Partner on annual compensation processes (merit, bonus, equity planning), including modeling, guidelines, and governance
- Maintain salary structures and pay ranges
Market Analysis and Benchmarking
- Conduct market pricing using survey data (e.g., Mercer, Radford, Willis Towers Watson)
- Analyze competitive positioning and recommend adjustments to salary ranges, job matches, and pay practices
- Develop insights on compensation trends across industry, geography, and employee segments
- Ensure adherence to federal, state, and local regulations (e.g., FLSA, pay transparency laws, equal pay requirements)
- Assist in audits, regulatory reporting, and documentation of compensation decisions
Business Partnership
- Consult with HR and business leaders on compensation decisions such as offers, promotions, and retention actions
- Provide guidance on pay positioning and internal equity considerations
- Translate compensation philosophy into practical application for managers
Process Improvement and Systems
- Drive automation and efficiency improvements in compensation processes
- Support HRIS and compensation system maintenance (e.g., Workday, SAP SuccessFactors)
- Ensure data integrity and governance within compensation systems
What You Need to Succeed:
Required
- Bachelor's degree in Human Resources, Business, Finance, or related field
- 3-5 years of progressive compensation experience
- Experience in a large, matrixed, or global organization with both salaried and hourly populations
- Strong knowledge of compensation-related laws and regulations (FLSA, Equal Pay Act, state/provincial pay transparency laws)
- Advanced skills in Excel and experience with HRIS and compensation systems (Workday preferred)
- Strategic thinking and business acumen with the ability to translate data into actionable recommendations for leaders
- Strong analytical and problem-solving skills
- Attention to detail and commitment to data accuracy
Preferred
- Certified Compensation Professional (CCP) strongly preferred
- SHRM-SCP, SPHR, or equivalent professional certification
- Experience in manufacturing (Paper, packaging, or forest products industries preferred)
- Active participation in professional organizations such as WorldatWork
Compensation Analyst Jobs by Experience Level
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Find Compensation Analyst JobsCompensation Analyst Job Market
Who's Hiring
- Ability Builders Consulting77
- AHOLD Delhaize8
- Medline Industries3
- Lowe's Home Improvement3
- ENFRA2
Top Industries Hiring
- Technology & Software
- Healthcare & Medical Services
- Education
- Hospitality & Tourism
- Banking & Financial Services
What Employers Look For
The qualifications that appear most often in compensation analyst jobs.
- Bachelor's degree in human resources, finance, business, or a related field
- Proficiency in Microsoft Excel including pivot tables, lookups, and modeling
- Experience with compensation benchmarking surveys such as Radford or Mercer
- Knowledge of FLSA classifications and pay equity analysis methods
- Certified Compensation Professional designation preferred for senior roles
- Experience with HRIS platforms such as Workday, SAP SuccessFactors, or Oracle
Tips for Your Compensation Analyst Job Search
Quantify your comp benchmarking impact
Hiring managers want to see outputs, not just tools. On your resume, describe how many job families you benchmarked, how you reduced pay equity gaps, or how your survey participation improved data coverage for a specific function or region.
List survey vendors you have used
Compensation roles almost always ask about specific market data tools. Call out Radford, Mercer, Willis Towers Watson, or any other survey you have submitted to or pulled data from, and name the job families or industries each one covered.
Apply early to roles that fit
Migrate Mate lists compensation analyst openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Filter by FLSA classification scope
Postings that mention FLSA audits or exempt or non-exempt classification signal broader scope than pure benchmarking roles. Target those if you have experience conducting duties tests, because that skill differentiates you from analysts who only run salary surveys.
Prepare a case study for your skills test
Most compensation interviews include a take-home exercise involving market pricing or pay band modeling in Excel. Practice building a clean, structured output with a summary tab, because interviewers evaluate your documentation and communication as much as your analysis.
Negotiate using job architecture evidence
When discussing your offer, reference the level and career band the role maps to and ask whether the offer lands at midpoint or below. Framing the conversation around internal equity signals you understand how compensation decisions are made, not just what you want.
Compensation Analyst Jobs: Frequently Asked Questions
Which companies are hiring the most compensation analysts?
The companies hiring the most compensation analysts right now include Ability Builders Consulting, AHOLD Delhaize, and Medline Industries, with the largest share of openings in Texas, Indiana, and Georgia, based on current listings on Migrate Mate as of September 2026. Demand is strongest in healthcare systems, large technology employers, and financial services firms with broad job architecture programs.
How many compensation analyst jobs are remote?
About 72% of compensation analyst openings are fully remote or hybrid as of September 2026, reflecting how much of the work is done in spreadsheets and HRIS platforms rather than on-site. Sub-areas like executive compensation analysis and equity plan administration tend to carry the highest share of remote-eligible postings.
How do you become a compensation analyst?
Start with a bachelor's degree in human resources, finance, or a related field, then gain exposure to HR data through a generalist, recruiting coordinator, or HR operations role. Build proficiency in Excel and at least one HRIS platform, learn to read compensation survey reports, and pursue the Certified Compensation Professional credential once you have direct compensation experience to sit for the exam.
Can I get a compensation analyst job with little experience?
Yes, entry-level compensation analyst roles exist, and many employers hire candidates from HR coordinator, payroll, or finance analyst backgrounds. Focus your resume on any data analysis work, Excel modeling, or HRIS reporting you have done. Demonstrating that you can read a survey aging factor table or build a simple pay range structure moves you past candidates who list only general HR experience.
What does the compensation analyst interview process look like?
Most processes include an initial recruiter screen, a hiring manager interview covering your benchmarking methodology and tool experience, and a technical exercise where you price jobs against market data or model pay bands in Excel. Final rounds often add a panel interview with HR business partners or a total rewards leader who will assess how you communicate compensation decisions to non-specialists.
Where can I find and apply to compensation analyst jobs?
You can find and apply to compensation analyst jobs on Migrate Mate, which lists current openings from employers across the United States. Find the roles that match your experience level and specialization, then apply directly to each listing from the results on this page.
See All 356+ Compensation Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
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