Mid Level Sales Compensation Analyst Jobs
Mid level sales compensation analyst jobs go to professionals ready to own compensation modeling projects end to end, build plan designs with limited oversight, and guide junior analysts through complex incentive structures. Roles cover on-site, remote, and hybrid settings across Insurance, Healthcare & Medical Services, and Technology & Software, with employers like Gallagher, Providence, and EPIC Insurance Brokers & Consultants hiring at this level now.
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Showing 5 of 241+ Mid Level Sales Compensation Analyst jobs
About Us
Here at Baylor Scott & White Health we promote the well-being of all individuals, families, and communities. Baylor Scott and White is the largest not-for-profit healthcare system in Texas that empowers you to live well.
Our Core Values are:
- We serve faithfully by doing what's right with a joyful heart.
- We never settle by constantly striving for better.
- We are in it together by supporting one another and those we serve.
- We make an impact by taking initiative and delivering exceptional experience.
Benefits
Our benefits are designed to help you live well no matter where you are on your journey. For full details on coverage and eligibility, visit the Baylor Scott & White Benefits Hub to explore our offerings, which may include:
- Immediate eligibility for health and welfare benefits
- 401(k) savings plan with dollar-for-dollar match up to 5%
- Tuition Reimbursement
- PTO accrual beginning Day 1
Note: Benefits may vary based upon position type and/or level.
Job Summary
Director Compensation plans, develops, and administers compensation programs for Baylor Scott and White Health (BSWH). Expertise areas include base pay, incentive pay, executive pay, supplemental pay, and pay practices. Participates in compensation surveys and ensures competitive pay practices across the BSWH system. Evaluates pay programs, trends, and tools, recommending changes and improvements. Advises managers on compensation-related issues. Works with external vendors to develop, administer, and design new or modify existing pay programs. Keeps updated on compensation trends and ensures BSWH complies with all compensation laws and regulations.
A system Director translates and implements strategic plans and goals for their area. Makes final judgments on operational matters and ensures goals are met. Recommends policies and organizational changes for the area. Plans and executes projects and initiatives that meet annual goals. Erroneous judgments at this level can negatively impact the area's success, business unit, and possibly the overall organization. Plans and directs department operations, responsible for staffing, processes, budgets, and costs. Guides and advises subordinates to meet schedules, resolve technical problems, and monitor performance. Oversees a larger, more complex organization or functional area than a manager. Often has one or more managers or supervisors reporting to them.
Essential Functions of the Role
- Directs the broad-based compensation function for BSWH.
- Plans and develops compensation programs, including base and short-term incentive plans, for management and staff levels of the organization.
- Advises senior leadership on pay recommendations, compensation practices, and policy and guidelines interpretation.
- Guides decision-making by providing detailed examination, pay models, recommendations, and advice to senior leadership and HR partners.
- Educates and coaches management on compensation philosophy, salary structures, and market analysis. Guides merit activities, bonus processes, and key employee messaging on compensation topics.
- Directs annual implementation and administration of compensation programs. This includes merit activities, market analysis, special adjustments, and short-term variable compensation.
- Manages cross-functional workgroups. Drives solutions impacting employee pay. This includes mergers and acquisitions integration, cost-saving initiatives, audit findings, and compensation system development and implementation.
- Partners with the compensation and governance committee and independent consultant regarding compensation plans and programs requiring committee review and approval.
- Collaborates with legal, accounting, tax, internal audit, and third-party administrators. Ensures accurate reporting, budgeting, and compliance with all applicable laws and regulations regarding compensation and related issues.
- Manages the compensation team to ensure development of staff and the delivery of high-quality solutions across the System.
Key Success Factors
- Bachelor’s degree in HR, business, or related field preferred. Master’s degree preferred.
- 5+ years of experience in compensation, total rewards, or related HR role.
- 1+ years of experience in a leadership role.
- Experience leading compensation programs for a large, complex organization.
- Ability to engage and influence executive and senior leadership.
- Experience negotiating and directing third-party consultants and vendors.
- Exceptional interpersonal, verbal, written, and presentation skills.
- Results-driven and deeply collaborative, with exceptional project management skills.
Belonging Statement
We believe that all people should feel welcomed, valued and supported.
QUALIFICATIONS
- EDUCATION - Bachelor's or 4 years of work experience above the minimum qualification
- EXPERIENCE - 5 Years of Experience
About Us
Here at Baylor Scott & White Health we promote the well-being of all individuals, families, and communities. Baylor Scott and White is the largest not-for-profit healthcare system in Texas that empowers you to live well.
Our Core Values are:
- We serve faithfully by doing what's right with a joyful heart.
- We never settle by constantly striving for better.
- We are in it together by supporting one another and those we serve.
- We make an impact by taking initiative and delivering exceptional experience.
Benefits
Our benefits are designed to help you live well no matter where you are on your journey. For full details on coverage and eligibility, visit the Baylor Scott & White Benefits Hub to explore our offerings, which may include:
- Immediate eligibility for health and welfare benefits
- 401(k) savings plan with dollar-for-dollar match up to 5%
- Tuition Reimbursement
- PTO accrual beginning Day 1
Note: Benefits may vary based upon position type and/or level.
Job Summary
Director Compensation plans, develops, and administers compensation programs for Baylor Scott and White Health (BSWH). Expertise areas include base pay, incentive pay, executive pay, supplemental pay, and pay practices. Participates in compensation surveys and ensures competitive pay practices across the BSWH system. Evaluates pay programs, trends, and tools, recommending changes and improvements. Advises managers on compensation-related issues. Works with external vendors to develop, administer, and design new or modify existing pay programs. Keeps updated on compensation trends and ensures BSWH complies with all compensation laws and regulations.
A system Director translates and implements strategic plans and goals for their area. Makes final judgments on operational matters and ensures goals are met. Recommends policies and organizational changes for the area. Plans and executes projects and initiatives that meet annual goals. Erroneous judgments at this level can negatively impact the area's success, business unit, and possibly the overall organization. Plans and directs department operations, responsible for staffing, processes, budgets, and costs. Guides and advises subordinates to meet schedules, resolve technical problems, and monitor performance. Oversees a larger, more complex organization or functional area than a manager. Often has one or more managers or supervisors reporting to them.
Essential Functions of the Role
- Directs the broad-based compensation function for BSWH.
- Plans and develops compensation programs, including base and short-term incentive plans, for management and staff levels of the organization.
- Advises senior leadership on pay recommendations, compensation practices, and policy and guidelines interpretation.
- Guides decision-making by providing detailed examination, pay models, recommendations, and advice to senior leadership and HR partners.
- Educates and coaches management on compensation philosophy, salary structures, and market analysis. Guides merit activities, bonus processes, and key employee messaging on compensation topics.
- Directs annual implementation and administration of compensation programs. This includes merit activities, market analysis, special adjustments, and short-term variable compensation.
- Manages cross-functional workgroups. Drives solutions impacting employee pay. This includes mergers and acquisitions integration, cost-saving initiatives, audit findings, and compensation system development and implementation.
- Partners with the compensation and governance committee and independent consultant regarding compensation plans and programs requiring committee review and approval.
- Collaborates with legal, accounting, tax, internal audit, and third-party administrators. Ensures accurate reporting, budgeting, and compliance with all applicable laws and regulations regarding compensation and related issues.
- Manages the compensation team to ensure development of staff and the delivery of high-quality solutions across the System.
Key Success Factors
- Bachelor’s degree in HR, business, or related field preferred. Master’s degree preferred.
- 5+ years of experience in compensation, total rewards, or related HR role.
- 1+ years of experience in a leadership role.
- Experience leading compensation programs for a large, complex organization.
- Ability to engage and influence executive and senior leadership.
- Experience negotiating and directing third-party consultants and vendors.
- Exceptional interpersonal, verbal, written, and presentation skills.
- Results-driven and deeply collaborative, with exceptional project management skills.
Belonging Statement
We believe that all people should feel welcomed, valued and supported.
QUALIFICATIONS
- EDUCATION - Bachelor's or 4 years of work experience above the minimum qualification
- EXPERIENCE - 5 Years of Experience
See All 241+ Mid Level Sales Compensation Analyst Jobs
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Find JobsMid Level Sales Compensation Analyst Job Market
Who's Hiring
- Gallagher35
- Providence7
- EPIC Insurance Brokers & Consultants5
- Formlabs4
- Sedgwick4
Top Industries Hiring
- Insurance46
- Healthcare & Medical Services23
- Technology & Software17
- Retail13
- Manufacturing13
Mid Level Sales Compensation Analyst Jobs: Frequently Asked Questions
How do I get a mid level sales compensation analyst job?
Position yourself around ownership, not just execution. Highlight compensation plans you designed or overhauled, quota-setting work you led, and cross-functional projects you drove with sales ops or finance. Tailor your resume to show measurable outcomes, such as plan adoption rates or error reduction in commission calculations. Demonstrating that you operate with limited oversight is what separates mid level candidates from senior analysts reviewing your application.
Which companies hire mid level sales compensation analysts?
Companies hiring mid level sales compensation analysts right now include Gallagher, Providence, and EPIC Insurance Brokers & Consultants, based on current listings on Migrate Mate as of July 2026. Mid-size technology firms, financial services companies, and large enterprise sales organizations tend to hire most actively at this level, where compensation programs are complex enough to require dedicated analyst ownership.
Are there remote mid level sales compensation analyst jobs?
Yes, and the share is meaningful. About 53% of mid level sales compensation analyst openings are remote or hybrid as of July 2026, reflecting how much of this work relies on spreadsheet modeling, CRM data pulls, and cross-functional collaboration that translates well to distributed settings. On-site roles still exist, particularly at companies with large field sales teams that prefer analysts embedded with the business.
How do I move up to a mid level sales compensation analyst role?
The path from entry level to mid level in sales compensation runs through demonstrated ownership. Early on, focus on mastering plan mechanics, quota modeling, and commission calculation accuracy. Over time, take on full plan cycles independently, document your methodology, and volunteer for cross-functional projects with sales ops or finance. Analysts who reach mid level have typically owned at least one full plan design from design through payout audit, with measurable results they can speak to clearly.
Which industries hire the most mid level sales compensation analysts?
Mid Level sales compensation analyst roles concentrate in Insurance, Healthcare & Medical Services, and Technology & Software, based on current listings on Migrate Mate as of July 2026. These sectors tend to run large, variable-pay sales forces with tiered incentive structures, which creates ongoing demand for analysts who can manage plan complexity, support sales leadership decisions, and ensure accurate, timely payouts at scale.