Senior Compensation Analyst

GCi's Senior Compensation Analyst will lead analytically rigorous, market-aligned compensation solutions that support attraction, retention, and internal equity. This role partners with HR and business leaders to price jobs to market, maintain job architecture and salary structures, support annual compensation cycles (merit, bonus, and focal reviews), and provide guidance on offers and employee compensation changes. The Senior Compensation Analyst ensures pay practices are compliant and scalable, produces clear reporting and insights, and helps leaders make consistent, data-driven compensation decisions. ESSENTIAL DUTIES AND RESPONSIBILITIES AT ALL LEVELS:

Compensation Programs & Market Pricing

• Conduct market pricing using multiple survey sources and internal benchmarks; evaluate job matches recommend market positioning, and document pricing rationale
• Develop, maintain, and administer salary structures (grades, ranges, differentials), ensuring alignment with market movement, internal equity and pay philosophy
• Partner with HR Business Partners and Talent Acquisition to provide guidance on competitive pay ranges, offers, and pay adjustments
• Support compensation governance by applying policies consistently, identifying exceptions, and escalating risks or trends as appropriate 

Job Architecture & Job Evaluation

• Evaluate roles for jobs for level, scope, complexity, and FLSA status using established job architecture and evaluation frameworks
• Maintain accurate, market-aligned job descriptions and ensure alignment between role content, leveling and compensation structures
• Provide consultative guidance to HR Business Partners and leaders on job leveling, career progression, and internal consistency
• Support ongoing job architecture maintenance, including audits, documentation standards, and alignment to external market benchmarks

Annual Compensation Cycle

• Support annual merit and annual/quarterly bonus cycles by preparing guidelines, eligibility files, and manager tools in alignment with compensation philosophy and budget parameters
• Perform data validation, audits and quality checks to ensure accuracy, compliance and equitable outcomes
• Partner with HR, Payroll, and Finance to resolve issues, manage timelines, and ensure smooth execution of compensation processes
• Contribute to post-cycle analyses and summaries, highlighting outcomes, trends, and insights for leadership review

Incentive & Offer Support

• Advise on compensation decisions including new hire offers, promotions, transfers, reclassifications, and retention actions in accordance with policy and governance standards
• Provide analytical support for incentive plans (annual/quarterly or sales), including eligibility validation, calculations, and documentation
• Partner with Finance and Payroll to ensure accurate implementation of compensation changes and incentive payouts
• Identify potential pay risks or inconsistencies and recommend solutions aligned with internal equity and market competitiveness

Data, Systems & Reporting

• Maintain compensation and job data within HCM and compensation systems, ensuring accuracy through regular audits and reconciliations
• Develop dashboards, reports, and analyses to support compensation decision‑making (e.g., market positioning, pay equity indicators, cycle outcomes).
• Translate complex compensation data into clear, actionable insights for HR partners and business leaders.
• Collaborate cross‑functionally with HRBPs, Talent Acquisition, Payroll, Finance, and business leaders to support consistent, data‑driven compensation practices.

COMPETENCIES:

• ACCOUNTABILITY- Takes ownership for actions, decisions, and results; openly accepts feedback and demonstrates a willingness to improve.
• BASIC PRINCIPLES - Interacts with people in a way that builds mutual trust, confidence, and respect; adheres to GCI’s Code of Conduct for Employees – the Basic Principles.
• COLLABORATION - Works effectively with others to accomplish common goals and objectives; maintains positive relationships even under difficult circumstances.
  • Demonstrated ability to constructively interact with employees and leadership at all levels in the company.
• COMMUNICATION- Conveys thoughts and expresses ideas appropriately and professionally.
  • Ability to communicate difficult or complex compensation matters to stakeholders at all levels.
• COMPLIANCE - Follows internal controls; protects confidential information; abides by GCI’s Code of Business Conduct & Ethics.