HR Operations - Compensation Analyst

Summary of Functions
The Compensation Analyst plays a key role in strengthening and advancing the organization’s compensation infrastructure by supporting and executing the design, analysis, and administration of compensation programs across the Kalispel Tribe of Indians and its enterprises.
This position contributes to the development and maturation of a competitive, equitable, and sustainable compensation framework through market analysis, job architecture alignment, and data-driven insights. The role operates in an evolving environment and is expected to bring structure, clarity, and consistency to compensation practices that are still being defined and standardized.
This position exercises independent judgment within assigned scope and partners with HR and operational leaders to influence compensation decisions, support organizational strategy, and improve program effectiveness over time. This role requires the ability to work effectively in an environment where compensation structures, processes, and tools are evolving, and to contribute to sustainable and scalable solutions.
Essential Duties and Responsibilities
Compensation Strategy & Market Analysis
• Conduct market benchmarking and pricing analysis to evaluate external competitiveness and internal equity across roles
• Develop and maintain market data, benchmarks, and pricing methodologies to support compensation decisions
• Analyze compensation trends and provide data-driven recommendations to support salary structures, pay positioning, and program effectiveness
• Support the development and refinement of compensation structures, salary ranges, and pricing methodologies to improve consistency, competitiveness, and scalability across the organization
Job Architecture & Position Evaluation
• Evaluate new and existing roles to ensure alignment with job families, levels, and organizational structure
• Partner with leaders to define role scope, accountability, and impact to support accurate job classification and leveling
• Maintain consistency and integrity of job architecture to support internal equity, career pathing, and workforce planning
Compensation Program Administration
• Administer compensation programs including merit planning, salary adjustments, and incentive programs in accordance with established guidelines
• Execute compensation processes and ensure consistent application of pay practices across the organization
• Support and execute annual compensation planning cycles, including data preparation, validation, and process coordination
Data Analysis & Reporting
• Develop and deliver compensation analysis, reports, dashboards, and modeling to support leadership decision-making
• Ensure accuracy, integrity, and reliability of compensation data within HRIS and reporting tools
• Perform advanced and ad hoc analyses to support compensation initiatives, workforce planning, and organizational priorities
Consultation & Program Support
• Serve as a consultative resource to HR partners and leaders on compensation practices, pay decisions, and program application
• Interpret compensation policies and frameworks to support consistent and informed decision-making
• Identify gaps and inconsistencies in compensation practices and recommend enhancements to structures, tools, and processes to improve scalability, consistency, and organizational effectiveness
Supervisory Responsibilities
This position does not have supervisory responsibility. May provide guidance or subject matter support to HR partners and organizational leaders.
Education
Bachelor’s degree in Human Resources, Business Administration, Finance, or related field
Experience
• Four (4) to six (6) years of experience in compensation, HR analytics, financial analysis, or related analytical field
• Demonstrated experience in compensation program administration, job evaluation, or market analysis
Skills & Abilities
• Strong expertise in compensation analysis, including market pricing, job evaluation methodologies, and salary structure application
• Working knowledge of compensation program design, including merit cycles, pay structures, and incentive frameworks
• Ability to interpret and apply federal and state wage and hour laws, including FLSA classification and pay equity considerations
• Advanced analytical capability with the ability to translate complex data into clear, actionable recommendations
• Advanced proficiency in Microsoft Excel, including data modeling, pivot tables, and complex formulas; experience with reporting or visualization tools preferred
• Experience working with HRIS and compensation systems, with a focus on data integrity, reporting accuracy, and system utilization
• Strong business acumen with the ability to align comp