Senior Compensation Analyst

About Aurora Solar

Aurora is on a mission to create a future of solar for all. Our award-winning software puts the power of data and technology into the hands of every solar professional to make solar adoption simple and predictable. Our software has designed millions of solar projects so far, empowering solar companies to sell, design, and install residential and commercial solar arrays accurately, seamlessly, and at scale. 

We are a remote-first collaborative team of sustainable energy enthusiasts who love what we do. We’ve been named one of "The Best Remote Companies To Work for in 2025" by BuiltIn.com and have been recognized for the second time as a Certified Green Business (CGB) with the city of San Francisco. We’re in this together to support the world’s transition to solar.

About the Team

The Total Rewards team consists of three, supporting Benefits and Compensations for Aurora. As part of the broader People Team we work collaboratively with HRBPs, People Operations, Legal and Finance to deliver on Aurora’s Total Rewards Philosophy.

About the Role

In this role, you will play an instrumental role in ensuring that Aurora’s high-quality benefits and leave programs support Aurorans throughout every stage of their careers and lives. As part of the Total Rewards team, your work is essential in ensuring that we build highly-scalable and responsive processes that build a strong culture.

Your Impact

• Market Benchmarking & Analysis - Conduct market analyses to evaluate internal and external competitiveness of compensation packages, including base salary, variable pay, and equity. Complete external data surveys and work with external data providers to obtain relevant market data in support of setting pay ranges, bonus opportunities and equity targets

• Compensation Strategy & Design - Support the development and refinement of compensation structures, salary ranges, short-term cash incentive plans, and equity guidelines that align with strategic objectives and promote pay equity

• Annual Compensation Review - Lead and support the annual compensation planning process, including merit and promotion cycles. Provide guidance and tools to HR, managers and business leaders. Configure tools and construct models to support the planning process and ensure recommendations align with guidance and budget requirements. Create manager and employee training on our compensation programs and Total Rewards Philosophy

• International Expansion and Total Rewards Strategy - Lead and support Aurora efforts in expanding to locations outside of North America, including Europe and Latin America

• Job Architecture & Evaluations - Evaluate new and existing roles, determining appropriate leveling, market benchmarks, FLSA classification, and compensation ranges based on market data and internal equity

• Stakeholder Partnership - Partner with HRBPs, Talent Acquisition, and Finance to provide strategic compensation insights and recommendations. Collaborate on offers for new hires and promotions

• Employee Training & Support - provide training and tools to support every Auroran’s understanding of how pay is determined and administered in alignment with our Total Rewards Philosophy

• Compliance & Governance - Ensure compensation programs follow relevant laws and regulations (e.g., FLSA, pay transparency, pay equity laws). Maintain accurate and auditable compensation data

• Data & Reporting - Develop and update compensation dashboards, reports, and modeling tools to support analytics and decision-making

• Modeling & AI - Create financial models in support of the management and administration of compensation programs and leverage AI tools to increase the efficiency of the Total Rewards team

What You Bring

• 5+ years of progressive experience in compensation analysis or total rewards, preferably in a high-growth or tech environment

• Sound understanding of compensation principles, practices, and compliance (e.g., FLSA, pay equity, global compensation practices)

• Proficiency in compensation data tools and surveys (e.g., Radford, Mercer, Culpepper, Pave)

• Experience benchmarking and creating market-based pay ranges and equity targets aligned with an organization’s Total Rewards Philosophy and comparative framework

• Experience with benchmarking compensation and compensation practices in Europe and Latin America

• Ability to build