Senior Compensation & HR Reporting Analyst

Company Description

A Place for Mom is the leading online resource connecting families searching for senior care with a team of expert advisors providing insight-driven, personalized solutions. As the nation’s largest senior care advisory service, A Place for Mom helps hundreds of thousands of families every year navigate the complexities of finding the right senior care solution for their loved ones across home care, independent living, memory care, assisted living, and more. Established in 2000 as a family business, A Place for Mom employees are deeply committed to the company mission to enable caregivers to make the best senior care decisions. A Place for Mom fosters, cultivates, and preserves a culture of diversity, equity, and inclusion.

Our employees live the company values every day:

• Mission Over Me: We find purpose in helping caregivers and their senior loved ones while approaching our work with empathy.
• Do Hard Things: We are energized by solving challenging problems and see it as an opportunity to grow.
• Drive Outcomes as a Team: We each own the outcome but can only achieve it as a team.
• Win The Right Way: We see organizational integrity as the foundation for how we operate.
• Embrace Change: We innovate and constantly evolve.

Job Description

We’re seeking a Mid-Level HR Operations & Compensation Analyst to develop, implement, and administer our compensation programs while also establishing and reporting key metrics across Human Resources and Recruiting. You’ll collaborate with HR, Recruiting, and senior leaders to keep our pay structures competitive and equitable, and you’ll regularly track and present performance data and KPIs.

Key Responsibilities

Data Reporting & Analysis:

• Maintain compensation data in HR systems, ensuring accuracy and compliance.
• Generate regular and ad-hoc reports (e.g., pay equity, market positioning, turnover correlation) to guide decision-making.
• Generate, maintain, and distribute recurring and ad-hoc HR reports, including headcount, turnover, diversity, and compliance metrics.
• Analyze HR data to identify trends, provide actionable insights, and support decision-making.
• Create dashboards and visualizations that highlight key workforce metrics for leadership.
• Own the twice-yearly engagement survey process, including administration, analysis, and action planning to drive organizational improvements.

Compensation Planning & Analysis:

• Partner with leaders to review job descriptions, evaluate positions, and make salary grade recommendations.
• Support the annual merit increase and bonus cycles by providing data, tools, and analytics for managers.
• Design, implement, and manage complex variable commission plans, ensuring alignment with business objectives.
• Conduct compensation surveys, analyze market data, and benchmark roles to maintain competitive salary structures.
• Interpret salary survey findings to recommend pay adjustments and salary ranges.

Data Management:

• Ensure HR data integrity by regularly auditing and validating data within HRIS and other systems.
• Collaborate with HRIS and IT teams to maintain and improve data accuracy, processes, and reporting capabilities.
• Document data management processes and reporting standards for consistency and compliance.

Collaboration:

• Partner with HR team members to understand reporting needs and deliver tailored solutions.
• Work closely with leadership to support workforce planning, budgeting, and forecasting initiatives.
• Serve as a liaison between HR, IT, and other departments to streamline data workflows and integrations.
• Provide guidance to managers and employees on compensation philosophy, policies, and practices.
• Work closely with the broader HR team to integrate compensation processes with performance management and employee development.

Compliance & Security:

• Ensure reports comply with legal, regulatory, and company standards, including confidentiality requirements.
• Monitor and report on compliance metrics related to wage, hour, diversity, and other HR policies.

Continuous Improvement:

• Identify opportunities to automate repetitive reporting tasks and improve efficiency.
• Stay updated on industry trends and best practices in HR analytics and reporting, recommending enhancements to existing tools and processes.

Qualifications

• 3–5 years of experience in a Human Resources compensation-focused role
• 3–5 years data collection and analysis
• Ex