compensation analyst

Hydro

<div><p>Hydro Extrusions is a world-leading aluminium extrusion business counting around 100 production sites in 40 countries and employing 20,000 people. Through our unique combination of local expertise, global network, and unmatched R&amp;D capabilities, we can offer everything from standards profiles to advanced development and manufacturing for most industries. Since 1905, Hydro has turned natural resources into valuable products for people and businesses with focus on a safe and good workplace for our 30,000 employees in more than 140 locations.</p><div><div><div><h2 class="jobSectionHeader"><b>
What we offer you</b></h2></div><div><ul><li>
The opportunity to own and shape the job evaluation and job architecture framework for a large, complex North American business</li><li>
A visible, impactful role partnering with HR, Compensation leadership, and business leaders across the organization</li><li>
Exposure to strategic compensation initiatives, including pay equity, market benchmarking, and incentive programs</li><li>
A collaborative, professional HR environment that values data‑driven decision‑making and continuous improvement</li><li>
A hybrid/flexible work schedule based out of the ENA Business Unit Headquarters in Rosemont, IL</li><li>
Competitive compensation and benefits within a global manufacturing organization committed to fairness, compliance, and internal equity</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Pay Range: $86,934 - $118,210
</b></h2></div></div><div></div><div><div><h2 class="jobSectionHeader"><b>Job Summary:</b></h2></div><div><p>
The Compensation Analyst plays a critical role in supporting fair, competitive, and compliant pay practices at Hydro Extrusion North America (ENA). This position owns the end‑to‑end job evaluation and job architecture assignment process, ensuring roles are consistently evaluated to support internal equity and market alignment.</p><p>
As a subject‑matter expert in Mercer&rsquo;s International Position Evaluation (IPE) methodology, the Compensation Analyst partners closely with HR and business leaders to evaluate new and evolving roles, maintain job structures, and support sound compensation decisions. This role is not a systems, HRIS, or IT analyst position; it is focused on compensation analysis, job evaluation governance, and advisory support.</p><p>
Based at ENA&rsquo;s Business Unit Headquarters in Rosemont, IL, this role offers a hybrid/flexible work schedule and contributes to pay equity analysis, market benchmarking, annual merit and incentive review cycles, regulatory compliance, and strategic compensation initiatives&mdash;while ensuring the accuracy and integrity of compensation data.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
What you will be doing</b></h2></div><div><ul><li>
Own and administer the end‑to‑end job evaluation and job architecture process using Mercer&rsquo;s International Position Evaluation (IPE) methodology</li><li>
Serve as the primary subject‑matter expert for job evaluation, advising HR partners and business leaders on role design, leveling, and internal alignment</li><li>
Evaluate new, evolving, and redesigned roles and ensure consistent application of job architecture standards</li><li>
Maintain job evaluation guidelines, documentation, and governance to ensure consistency, transparency, and audit readiness</li><li>
Support compensation actions including promotions, transfers, and organizational changes</li><li>
Administer and support the annual merit and short‑term incentive review processes</li><li>
Conduct market benchmarking and salary survey participation to support competitive pay decisions</li><li>
Analyze pay equity trends, perform FLSA testing, and support compensation compliance initiatives</li><li>
Maintain accurate compensation data and records within HR systems and reporting tools</li><li>
Contribute to strategic compensation projects and continuous improvement of compensation practices</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
What will make you successful?</b></h2></div><div><p><b>
Required Education/Experience</b>:</p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field (or equivalent experience</li><li>
3&ndash;5 years of experience in a compensation or job evaluation role, with demonstrated analytical capability</li><li>
A solid understanding of compensation structures, job architecture, market pricing, and pay equity principles</li><li>
Experience supporting merit and incentive review cycles, salary surveys, and benchmarking activities</li><li>
Familiarity with FLSA classification and compensation compliance requirements</li><li>
Strong analytical, documentation, and data interpretation skills with a high level of attention to detail</li><li>
Ability to influence and collaborate effectively with HR partners, managers, and business leaders</li><li>
Comfort serving as a trusted advisor and subject‑matter expert, balancing consistency with business needs</li><li>
Proficiency in Excel, PowerPoint, HRIS systems, and compensation tools (SAP SuccessFactors, UKG, Mercer WIN preferred)</li></ul><p></p><p><br>
 <b>Preferred Skills/Qualifications</b>:</p><ul><li>
HR or compensation certification (SHRM‑CP/SCP, PHR/SPHR, CCP)</li><li>
Working knowledge of job evaluation methodologies (Mercer IPE experience strongly preferred)</li></ul></div></div></div><h2 class="jobSectionHeader"><b>
Equal opportunities</b></h2><p>
Hydro in North America is an Equal Opportunity Employer where all phases of employment are based strictly upon the qualifications of the individual as related to the work requirements of the position. This policy is applied without regard to race, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, veteran status, marital status or any other category protected by law. We strive to provide equal opportunities for all to contribute and succeed with us.</p><p>
If you need an accommodation in order to complete the application, please contact Hydro Recruiting via email at recruiting.north.america@hydro.com</p></div>

Compensation Analyst

NuScale Power

<div><div><b>POSTION SUMMARY:</b> The Compensation Analyst provides guidance, analysis, and consultation on all compensation-related matters. This role is responsible for leading complex compensation projects, ensuring compliance with federal and state regulations, evaluating market competitiveness, managing compensation structures, and advising HR and business leaders. The position requires advanced analytical capability, independent judgment, and the ability to influence decision-making through data-driven recommendations.</div><h1 class="jobSectionHeader"><b>
ESSENTIAL DUTIES AND RESPONSIBILITIES:</b><br>
</h1><ul><li>
Serve as the subject matter expert for compensation programs, policies, and practices, advising HR partners and business leaders on job evaluations, pay decisions, salary structures, and compensation strategy.</li><li>
Lead the annual compensation cycle, including merit, market adjustments, promotions, and bonus calculations. Develop project plans and ensure timely and accurate execution.</li><li>
Provide data gathering, benchmarking, and material preparation to support executive compensation processes and senior leadership needs.</li><li>
Experience in preparing data for SEC filings (Proxy, etc.)</li><li>
Conduct complex market analyses, benchmarking studies, and internal equity reviews using compensation survey data and best‑practice methodologies.</li><li>
Manage the job architecture framework, including job leveling, job descriptions, and market pricing, ensuring consistency and governance.</li><li>
Develop and maintain compensation tools, models, and dashboards. Analyze compensation data to identify trends, risks, and recommendations for improvement.</li><li>
Evaluate and model financial impacts of proposed pay changes, program redesigns, and organizational restructuring. Present findings to HR leadership.</li><li>
Partner closely with HR Business Partners to provide guidance on compensation matters related to talent acquisition, retention, and internal mobility.</li><li>
Ensure compliance with all federal and state wage and hour laws, pay transparency requirements, and regulatory reporting obligations.</li><li>
Lead or support compensation audits, internal controls reviews, and compensation-related components of internal or external audits.</li><li>
Maintain up‑to‑date knowledge of compensation trends, legislative updates, and industry best practices, advising leadership on required changes.</li><li>
Lead data integrations for new software implementations, ensuring accurate data mapping, migration, and system readiness.</li><li>
Develop and maintain compensation procedures, guidelines and documentation.</li><li>
May also be assigned responsibilities related to HRIS/HCM implementations, as well as assisting with benefits administration and other general HR duties.</li>
Perform other duties as assigned.<br>
<li>
</li></ul><div><b>
CORE COMPETENCIES:</b> To perform the job successfully, the individual should demonstrate competencies in performing the essential functions of this position by performing satisfactorily in each of these competencies.
</div><ul><li><b>Problem Solving:</b> Applies advanced analytical skills to complex compensation issues; evaluates multiple data sources to determine appropriate recommendations.</li><li><b>
Oral/Written Communication:</b> Communicates clearly and professionally; able to articulate compensation concepts to non‑technical audiences; prepares accurate and concise reports.</li><li><b>
Planning/Organizing:</b> Manages multiple projects and deadlines; organizes work effectively and ensures timely delivery of compensation cycles and deliverables.</li><li><b>
Adaptability:</b> Adjusts approach to meet shifting regulatory requirements, priorities, and business needs; manages competing demands and unexpected changes.</li><li><b>
Dependability:</b> Meets commitments, adheres to timelines, and delivers high‑quality analytical work with attention to detail.</li><li><b>
Team Building:</b> Develops strong cross‑functional partnerships; collaborates effectively with HR, Finance, and business leaders.</li><li><b>
Safety Culture:</b> Adheres to organizational safety expectations and models safe behavior.</li><li><b>
Quality Assurance:</b> Commits to accuracy, documentation, and compliance with relevant regulatory standards.</li></ul><h1 class="jobSectionHeader"><b>
MINIMUM SKILLS, QUALIFICATIONS AND ABILITIES:</b></h1><ul><li><b>
Education:</b> B.S. degree in Human Resources, Business Administration, Finance, Economics, or related discipline required. Advanced degree preferred. CCP (Certified Compensation Professional) or related certification strongly preferred.</li><li><b>
Experience:</b> Minimum 8 years of progressively responsible compensation experience in a corporate HR environment, including strong knowledge of compensation theory, job evaluation, market pricing, pay structures, and compensation systems is required. Advanced Excel skills required. Public company experience preferred.</li><li><b>
Industry Requirements:</b> Eligible to work under Department of Energy 10 CFR Part 810.</li></ul><div>
</div><div><b>
PHYSICAL DEMANDS:</b> The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.<br>
</div><ul><li>
Ability to understand and communicate clearly using a phone, personal interaction, and computers.</li><li>
Ability to learn new job functions and comprehend evolving compensation concepts in a dynamic environment.</li><li>
The employee frequently is required; to sit and stand; walk; bend, use hands to operate office equipment; and reach with hands and arms.
</li></ul><div>
</div><div><b><i>Disclaimer:</i></b><i> Employee(s) must perform the essential duties and responsibilities with or without reasonable accommodation efficiently and accurately without causing significant safety threat to self or others.</i><i> </i><i>The above statements are intended to describe the general nature and level of work being performed by employee(s) assigned to this classification.</i><i> </i><i>They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all employees in this classification.</i></div></div>

Compensation Analyst 4

GEICO

<div><p><b>At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.</b></p><p><b>
Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive through relentless innovation to exceed our customers&rsquo; expectations while making a real impact for our company through our shared purpose.</b></p><p></p><p><b>
When you join our company, we want you to feel valued, supported and proud to work here. That&rsquo;s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.</b></p><p></p><div><div><div><div><div><div><div><div><div><p>
As a Compensation Analyst III for GEICO you will manage the administration of base salary compensation, job evaluations, market pricing, and salary structure. In this role you will also support the administration of year-end compensation. This role will support the Compensation Business Partner for Corporate functions serving as a partner between the compensation team and corporate business units. This position allows you to take a leading role and have the opportunity to develop, analyze and recommend improved compensations strategies that provide solutions to issues in creative and effective ways. You will also help to ensure internal equity, external competitiveness, and compliance with all applicable laws, regulations and organizational policies.</p><p><b><br>
Responsibilities:</b></p><ul><li><p>
Develops and presents summary reports of job analysis and compensation analysis information.</p></li><li><p>
Prepares survey submissions and gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.</p></li><li><p>
Support the Compensation Business Partner for corporate functions to serve the business for job evaluations, external candidate offers, salary structure reviews and other business needs as they arise.</p></li><li><p>
Acts as project planner for scheduled and ad hoc initiatives such as salary schedule reviews, to include facilitating change controls, change management strategy and timeline.</p></li><li><p>
Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.</p></li><li><p>
Advises HR Business Partners and management on salary administration, job code use, wage-hour issues, state and federal pay regulations, as well as compensation policies and procedures.</p></li><li><p>
May strategize and implement wholistic department job and compensation reviews</p></li><li><p>
May propose job architecture structures and job profile taxonomy to support department structure and needs</p></li><li><p>
May prepare and maintain job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed. Gathers and documents job, organizational, and occupational information including duties, responsibilities, and skills required by each job. Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.</p></li><li><p>
Ideal candidate is comfortable speaking with senior business leaders on a variety of compensation matters and has ability to prioritize multiple competing priorities.</p></li></ul><p><b>
Minimum Qualifications:</b></p><ul><li><p>
7+ years related experience in compensation analysis</p></li><li><p>
Bachelor&rsquo;s degree in Business Administration, Human Resources, Mathematics, Finance, or related field.</p></li><li><p>
Proficient in Excel</p></li><li><p>
Experience with Workday HCM and Advanced Compensation preferred.</p></li><li><p>
Requirements:</p></li><li><p>
Adheres to the GEICO Code of Conduct, and company policies and operating principles.</p></li><li><p>
Meets attendance standard of the business location, to perform necessary job functions and to facilitate interaction with management and co-workers.</p></li></ul></div></div></div></div></div></div></div></div></div><p></p><p>
#LI-EW1</p><p></p><p><b><br>
Annual Salary</b></p>
$73,800.00 - $141,450.00<p>
The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate&rsquo;s work experience, education and training, the work location as well as market and business considerations.</p><br>
<p></p>
At this time, GEICO will not sponsor a new applicant for employment authorization for this position.<p></p><p><b><br>
The GEICO Pledge:</b></p><p></p><p><b>
Great Company:</b> At GEICO, we help our customers through life&rsquo;s twists and turns. Our mission is to protect people when they need it most and we&rsquo;re constantly evolving to stay ahead of their needs.</p><p>
We&rsquo;re an iconic brand that thrives on innovation, exceeding our customers&rsquo; expectations and enabling our collective success. From day one, you&rsquo;ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people&rsquo;s lives.</p><p></p><p><b>
Great Careers:</b> We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career &ndash; and your potential &ndash; in mind. You&rsquo;ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.</p><p></p><p><b>
Great Culture:</b> We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.</p><p>
As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.</p><p></p><p><b>
Great Rewards:</b> We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.</p><ul><li>
Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family&rsquo;s overall well-being.</li><li>
Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.</li><li>
Access to additional benefits like mental healthcare as well as fertility and adoption assistance.</li><li>
Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.</li></ul><p></p><p>
The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.</p><p></p><p>
GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.</p></div>

Sr Compensation Analyst

CoServ

<div><p><b>Position Summary</b><br>
The HR &amp; Compensation Analyst conducts analyses and interpretations of the organization&rsquo;s compensation programs and serves as a key resource for HR data and analytics. This role is responsible for maintaining and organizing human resources information within the HRIS, compiling and analyzing HR data and metrics, and ensuring data accuracy and integrity. Strong analytical skills, sound judgment, and the ability to maintain strict confidentiality are essential for success in this role.</p>
<p><b>
Responsibilities</b></p>
<p><b>
Primary Position Responsibilities</b></p>
<ul>
<li>Ensures HR federal reporting requirements are accurately completed by required deadlines, including EEO filings, VETS-4212, and Affirmative Action Plan(s).</li>
<li>Serves as the subject matter expert for the HRIS, supporting system functionality, data integrity, and reporting capabilities.</li>
<li>Contributes organizational data to compensation surveys and analyzes survey results to support market competitiveness.</li>
<li>Conducts market analysis of jobs to assess competitive positioning of the organization&rsquo;s pay programs.</li>
<li>Participates in annual salary administration activities, including salary structure development, maintenance, and incentive or salary increase budgeting.</li>
<li>Processes wage and salary changes related to merit increases, promotions, job changes, and market adjustments.</li>
<li>Gathers, analyzes, and optimizes HRIS data to improve system performance and reporting effectiveness.</li>
<li>Develops and analyzes employee, compensation, and labor data to support compensation strategy, workforce planning, and data-driven decision-making.</li>
<li>Develops, maintains, and delivers recurring, ad-hoc, and custom HR and compensation reports, dashboards, and analytics for HR leadership and business stakeholders.</li>
<li>Analyzes issues, evaluates options, and provides data-supported insights and recommendations to inform HR and compensation practices.</li>
<li>Ensure data integrity across HR systems by identifying discrepancies and partnering on corrections.</li>
<li>Partners with the Director of Human Resources to ensure compliance with all applicable HR-related legal and regulatory requirements.</li>
<li>Creates, updates, and maintains organizational charts to support accurate workforce planning and organizational alignment.</li>
<li>Complies with established CoServ safety and operating rules, procedures and guidelines including reporting unsafe practices to a supervisor.</li>
<li>Complies with established CoServ Information Security Handbook, policies, procedures, and guidelines including reporting suspected information security incidents to Tech Support.</li>
</ul>
<p><b>Secondary Position Responsibilities</b></p>
<ul>
<li>Supports job architecture efforts by assisting with job description development, maintenance, and alignment to job levels and salary grades.</li>
<li>Reviews and maintains job documentation to ensure consistency, accuracy, and alignment with organizational and compensation standards.</li>
<li>Supports internal controls and governance processes related to HR data integrity and compensation decision-making.</li>
<li>Supports internal and external audits by preparing compensation and HR data, documentation, and analysis as needed.</li>
<li>Develops and maintains process documentation and user guides related to compensation, HRIS reporting, and HR data practices.</li>
<li>Plans, organizes, and coordinates Employee morale events.</li>
<li>Attends CoServ University training as required.</li>
<li>Performs other duties and activities as directed.</li></ul><br>
<p></p>
<p><b>
Position Requirements</b></p>
<p><b>
Education, Experience, and Certifications Required</b></p>
<ul>
<li>High School Diploma or G.E.D equivalency.</li>
<li>Bachelor&rsquo;s degree in Human Resources, Business, Finance, Economics, or a related field preferred; equivalent combination of education and relevant experience may be considered.</li>
<li>3&ndash;5 years of experience in HR analytics, compensation, or a related analytical HR role.</li>
</ul>
<p><b>Education, Experience, and Certifications Preferred</b></p>
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business, Finance, or Economics.</li>
<li>Five (5) years of experience specifically in Compensation</li>
<li>HR or compensation-related certification (e.g., CCP, SHRM-CP, PHR) preferred.</li>
<li>Experience with UKG Pro.</li>
</ul>
<p><b>Skills and Abilities Required</b></p>
<ul>
<li>Advanced proficiency in Excel, including pivot tables, formulas, and data analysis; strong experience working with HRIS systems required.</li>
<li>Demonstrated ability to analyze complex HR and compensation data and translate findings into clear, practical insights for decision-making.</li>
<li>Strong analytical thinking and problem-solving skills, with a high degree of accuracy and attention to detail.</li>
<li>Ability to maintain data integrity and handle highly confidential information with professionalism, discretion, and integrity.</li>
<li>Proficiency with HRIS reporting and Business Intelligence (BI) tools; experience building standard and ad hoc reports, dashboards, and analytics.</li>
<li>Strong working knowledge of Microsoft Office 365 applications, including Excel, Word, PowerPoint, and Outlook.</li>
<li>Excellent written and verbal communication skills, including strong grammar and the ability to explain data effectively to diverse audiences.</li>
<li>Ability to prepare and deliver clear, professional presentations related to HR, compensation, and workforce analytics.</li>
<li>Strong organizational and documentation skills with the ability to prioritize and manage multiple tasks simultaneously.</li>
<li>Demonstrated business acumen and understanding of how compensation and workforce data support organizational strategy.</li>
<li>Ability to work independently with minimal supervision while also collaborating effectively as part of a team.</li>
<li>Demonstrated leadership competencies, including planning, coordination, active listening, and effective communication.</li>
<li>Comfortable working under strict deadlines and managing competing priorities in a fast-paced environment.</li>
<li>Willingness and flexibility to work extended hours as needed during peak cycles (e.g., salary planning, reporting deadlines).</li>
<li>Commitment to continuous improvement, including identifying opportunities to enhance processes, systems, and data quality.</li>
</ul>
<p><b>Skills and Abilities Preferred</b></p>
<ul>
<li>Experience supporting compensation programs in a mid-to-large organization.</li>
<li>Familiarity with salary surveys, job evaluation methodologies, and market pricing tools.</li>
<li>Experience building dashboards or data visualizations (e.g., Power BI, Tableau, or similar tools).</li>
<li>Experience working within integrated HRIS environments, including compensation and analytics modules.</li>
<li>Exposure to pay equity analysis, internal equity reviews, or compliance-related compensation reporting.</li>
<li>Experience supporting workforce planning, budgeting, or compensation modeling initiatives.</li>
<li>Knowledge of the cooperative business model or experience in a regulated, utility, or member-based organization.</li>
</ul>
<p><b>Physical Requirements</b></p>
<ul>
<li>Operates office equipment, including a computer, telephone, and copier.</li>
<li>Indoor, office environment.</li>
<li>Ability to lift a minimum of 25 pounds.</li>
<li>Ability to drive occasionally as needed.</li>
<li>Ability to sit for long periods of time.</li>
<li>Requires frequent sitting, standing, walking, bending, and reaching</li>
</ul>
<p><b>Other Requirements</b></p>
<ul>
<li>Travels to conferences and other office sites.</li>
<li>Must have and maintain a valid Texas driver's license.</li></ul><br>
<p></p>
<p><b>
Work Authorization Requirement</b></p>
<p>
Applicants must be currently authorized to work in the United States on a full-time basis. CoServ does not sponsor employment visas at this time. Individuals working under OPT or STEM OPT must be able to maintain their work status independently, as CoServ does not complete Form I-983 or participate in the OPT extension process.</p></div>

HR & Compensation Analyst

CommunityCare

<b>JOB SUMMARY:</b><br>
The Compensation Analyst is responsible for supporting the development, implementation, and maintenance of the company's compensation programs. This role involves conducting market analysis, administering salary structures, preparing compensation reports, and ensuring compliance with federal, state, and local compensation regulations. The Compensation Analyst works closely with the Director of Human Resources to ensure competitive and equitable pay practices across the organization.
<br><br>
<b>KEY RESPONSIBILITIES:</b><br>
<ul>
<li>Conducts market research and analyzes data from salary surveys and internal sources to ensure that the company’s compensation offerings are competitive with industry standards.</li>
<li>Evaluate job positions to determine appropriate classification, salary ranges, and compensation levels.</li>
<li>Administer the company’s salary structure, job grading system, and compensation policies.</li>
</ul>
Make recommendations for salary adjustments and internal equity considerations.
<br><ul>
<li>Monitors and ensures compliance with federal and state labor laws, including minimum wage, overtime, and equal pay laws.</li>
<li>Prepares and maintains compensation reports and data for management.</li>
<li>Provides guidance and advice to HR Director on compensation-related matters.</li>
<li>Align compensation programs with recruitment strategies to attract quality candidates.</li>
<li>Build and maintain reporting and compensation metrics.</li>
<li>Keeps abreast of changes in compensation laws, regulations, and best practices.</li>
<li>Performs other job-related duties as assigned.</li>
</ul>
<b>QUALIFICATIONS:</b><br>
<ul>
<li>Proficient in using data analysis tools and techniques, including spreadsheets and databases.</li>
<li>Effectively communicate findings and recommendations.</li>
<li>Strong understanding of compensation laws and regulations (e.g. FLSA, Equal Pay).</li>
<li>Proficiency in MS Excel (pivot tables, v-lookups, formulas).</li>
</ul>
<b>EDUCATION/EXPERIENCE:</b><br>
<ul>
<li>Bachelor's degree in HR, finance, or 3+ years’ experience in compensation analysis or related field.</li>
<li>PHR, SHRM, CPP certification a plus.</li>
<li>Strong analytical skills.</li>
<li>Successful completion of Health Care Sanctions background check.</li>
</ul>
CommunityCare is an equal opportunity at will employer and does not discriminate against any employee or applicant for employment because of age, race, religion, color, disability, sex, sexual orientation or national origin

Human Resources - Compensation Analyst

LiveRamp

<div><p><b>LiveRamp is the data collaboration platform of choice for the world&rsquo;s most innovative companies. A groundbreaking leader in consumer privacy, data ethics, and foundational identity, LiveRamp is setting the new standard for building a connected customer view with unmatched clarity and context while protecting precious brand and consumer trust. LiveRamp offers complete flexibility to collaborate wherever data lives to support the widest range of data collaboration use cases&mdash;within organizations, between brands, and across its premier global network of top-quality partners.
</b></p><p></p><p><b>Hundreds of global innovators, from iconic consumer brands and tech giants to banks, retailers, and healthcare leaders turn to LiveRamp to build enduring brand and business value by deepening customer engagement and loyalty, activating new partnerships, and maximizing the value of their first-party data while staying on the forefront of rapidly evolving compliance and privacy requirements.</b></p>
<p><b>
Position Summary:</b></p><p><b>
We are seeking a detail-oriented and analytical </b><b>Sales Compensation Analyst</b> to join our team. In this role, you will be responsible for administering and optimizing our sales compensation processes using Forma.ai, our Incentive Compensation Management tool. You will collaborate cross-functionally with Sales, Finance, HR, and IT to ensure accurate compensation calculations, insightful analysis, and proactive forecasting that supports business objectives and sales effectiveness.</p><p></p><p><b>
Key Responsibilities:</b></p><ul><li><p><b>
Administer and maintain the Forma.ai</b><b> system</b> to ensure accurate and timely commission calculations and reporting.</p></li><li><p><b>
Collaborate with cross-functional teams to gather and validate sales performance data.</b></p></li><li><p><b>
Assist with </b><b>audits and compliance reviews</b> related to sales compensation.</p></li><li><p><b>
Facilitate the Management by Objective (MBO) program</b></p></li><li><p><b>
Continuously identify opportunities for </b><b>process improvement and automation</b> within sales compensation workflows.</p></li></ul><p></p><p><b>
Required Qualifications:</b></p><ul><li><p><b>
Bachelor&rsquo;s degree in Finance, Business, Accounting, or related field.</b></p></li><li><p><b>
3+ years of experience in sales compensation.</b></p></li><li><p><b>
Hands-on experience with </b><b>Forma.ai</b><b> is a plus (or other systems like Xactly, SPIFF, CaptivateIQ, etc.)</b></p></li><li><p><b>
Proficient in Google Sheets or Excel; experience with data visualization tools (e.g., Tableau, Power BI) is a plus.</b></p></li><li><p><b>
High attention to detail with a passion for data accuracy and process optimization.</b></p></li><li><p><b>
Strong communication and stakeholder management skills.</b></p></li><li><p><b>
Ability to work independently and prioritize multiple tasks in a fast-paced environment.</b></p></li></ul><p></p><p><b>
Preferred Qualifications:</b></p><ul><li><p><b>
Experience supporting global or multi-region sales compensation plans.</b></p></li><li><p><b>
Familiarity with Salesforce, or other CRM/data warehouse systems.</b></p></li><li><p><b>
Knowledge of incentive plan design and compensation governance best practices.</b></p></li></ul><p></p>
<h2 class="jobSectionHeader"><b>
Benefits</b><b>:</b></h2><ul><li><p>
Flexible paid time off, paid holidays, options for working from home, and paid parental leave.</p></li><li><p>
Comprehensive Benefits Package: LiveRamp offers a comprehensive benefits package designed to help you be your best self in your personal and professional lives. Our benefits package offers medical, dental, vision, accident, life and disability, an employee assistance program, voluntary benefits as well as perks programs for your healthy lifestyle, career growth, and more. Your medical benefits extend to your dependents including parents.
</p></li></ul><p></p><h2 class="jobSectionHeader"><b>More about us:</b></h2><p></p><h2 class="jobSectionHeader"><b><i>
LiveRamp&rsquo;s mission is to connect data in ways that matter, and doing so starts with our people. We know that inspired teams enlist people from a blend of backgrounds and experiences. And we know that individuals do their best when they not only bring their full selves to work but feel like they truly belong. Connecting LiveRampers to new ideas and one another is one of our guiding principles&mdash;one that informs how we hire, train, and grow our global team across nine countries and four continents. Click </i></b><b><i>here </i></b><b><i>to learn more about Diversity, Inclusion, &amp; Belonging (DIB) at LiveRamp.
</i></b></h2><p></p><p>We use automated decision systems (ADS) as part of our recruitment and hiring process. If you require an accommodation or believe that the use of an ADS may create a barrier to your application or participation in the hiring process due to a disability or other protected characteristic, please let us know. We are committed to providing reasonable accommodations and ensuring an equitable hiring experience for all candidates.</p><p><b><br>
To all recruitment agencies</b>: LiveRamp does not accept agency resumes. Please do not forward resumes to our jobs alias, LiveRamp employees or any other company location. LiveRamp is not responsible for any fees related to unsolicited resumes.</p></div>

Senior Sales Compensation Analyst

LogicMonitor

<div><p><b>About Us:</b></p>
<p>
We love going to work and think you should too. Our team is dedicated to trust, customer obsession, agility, and striving to be better everyday. These values serve as the foundation of our culture, guiding our actions and driving us towards excellence. We foster a culture of performance and recognition, allowing us to transform growth as we enable our employees to do the best work of their careers.</p>
<p><b>
This role is open to candidates based in or near Austin, TX. </b>Our Austin office is based in the vibrant San Jacinto Center downtown with breathtaking views of Lady Bird Lake. At LogicMonitor, we hire within our Centers of Energy&mdash;vibrant locations where our teams connect, collaborate, and innovate.</p>
<p>
To learn more about life at LogicMonitor, check out our Careers Page.</p>
<p><b>
What You'll Do:</b></p>
<p>
LogicMonitor&reg; is the AI-first hybrid observability platform powering the next generation of digital infrastructure. LogicMonitor delivers complete visibility and actionable intelligence across on-premises, cloud, and edge environments. By anticipating issues before they strike, optimizing resources in real time, and enabling faster, smarter decisions, LogicMonitor helps IT and business leaders protect margins, accelerate innovation, and deliver exceptional digital experiences without compromise.</p>
<p>
Our customers love LogicMonitor's ability to bring cloud and traditional IT together into one view, as seen in minimal churn rates, expansion business, and exciting new customer references. In fact, LogicMonitor has received the highest Net Promoter Score of any IT Infrastructure Management provider. LogicMonitor also boasts high employee satisfaction. We have been certified as a Great Place To Work&reg;, and named one of BuiltIn's Best Places to Work for the seventh year in a row!</p>
<div>
<div>The Senior Sales Compensation Analyst role will play a critical role in the strategy, design, and operationalization of incentive compensation plans across the Sales, and broader Go-To-Market ('GTM') Organization. The role will drive global consistency, data quality, processing accuracy, and develop and track metrics to assess effectiveness. This is a key role responsible for driving processes to match our rapid scaling and meet month close deadlines.</div>
<p><b>
Here's a closer look at this key role:</b></p><br>
<ul>
<li>Support the design, rollout, and ongoing administration of sales compensation programs, including quota and territory alignment, crediting rules, plan documentation, stakeholder communication, and continuous process improvements</li>
<li>Fully support end-to-end sales commission operations, including monthly and quarterly calculations, validations, reconciliations, accruals, reporting, audit support, and payout preparation, ensuring accuracy and compliance</li>
<li>Build and maintain dashboards, reporting, and analytical models to track quota attainment, commission payouts, performance trends, and scenario modeling to support incentive strategy and plan updates</li>
<li>Maintain &amp; develop LogicMonitor's Incentive Compensation Management platform, including compensation plan configuration, calculation logic, reporting automation, user access, and user acceptance testing for new plans and system enhancements</li>
<li>Partner cross-functionally with Sales Operations, Revenue Operations, Finance, Accounting, and Systems to ensure data integrity across Salesforce, compensation tools, and reporting layers, and to support close and governance processes</li>
<li>Own and complete timely resolution of inquiries and disputes from comp plan participants</li>
</ul><div><b>What You'll Need:</b>
<ul><li>4+ years of progressive responsibility and experience in sales compensation program support and administration</li>
<li>Highly familiar with working with sales compensation administration tools like Xactly, Callidus, Performio, etc.</li>
<li>Experience in analyzing processes and finding automation opportunities</li>
<li>Advanced analytical skills, commercial acumen, and attention to detail</li>
<li>Excellent communication skills; can establish credibility, build consensus, and partner cross-functionally without direct authority</li>
<li>Comfortable in a fast-paced, dynamic environment with the ability to meet deadlines</li>
<li>Expertise, or experience, with Xactly is a plus</li>
<li>Experience using AI tools to enhance productivity, innovation, or problem-solving</li>
</ul>
<p><i>Residents of California, click </i><i>Here</i><i> to view our California Applicant Privacy Notice.</i></p>
<p><i>
Anticipated Application Close Date: 06/08/26</i></p>
<p><b><i>
LogicMonitor is an Equal Opportunity Employer</i></b><br>
<i>At LogicMonitor, we believe that innovation thrives when every voice is heard and each individual is empowered to bring their unique perspective. We're committed to creating a workplace where diversity is celebrated, and all employees feel inspired and supported to contribute their best.</i></p>
<p><i>
For us, equal opportunity means fostering a truly inclusive culture where everyone has the chance to grow and succeed. We don't just open doors; we invite you to step through and be part of something bigger. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.</i></p>
<p><b><i>
Work Authorization:</i></b><br>
<i>At this time, we are able to consider candidates who are authorized to work in the United States on a full-time, permanent basis without requiring new or initial employer-sponsored work authorization.</i><br>
<i>Candidates who currently hold valid U.S. work authorization that can be transferred to a new employer (such as certain H-1B statuses) may be considered on a case-by-case basis.</i><br>
<i>We are not able to provide new sponsorship for employment-based visas that require an initial petition or application by the employer.</i></p>
<h6 class="jobSectionHeader">
#LI-CB1 #LI-Hybrid #BI-Hybrid</h6></div></div><div><p><br>
</p><p>Our goal is to ensure an accessible and inclusive experience for every candidate.</p>
<p>
If you need a reasonable accommodation during the application or interview process under applicable local law, please submit a request via this Accommodation Request Form.</p>
<p>
Know your rights: workplace discrimination is illegal. Please click here to review LogicMonitor's U.S. Pay Transparency Nondiscrimination Provision.</p></div></div>

Sr. Sales Compensation Analyst

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