Senior Compensation Analyst

Let’s face it, a company whose mission is human transformation better have some fresh thinking about the employer/employee relationship. 

We do. We can’t cram it all in here, but you’ll start noticing it from the first interview. 

Even our candidate experience is different. And when you get an offer from us (and accept it), you get way more than a paycheck. You get a personal BetterUp Coach, a development plan, a trained and coached manager, the most amazing team you’ve ever met (yes, each with their own personal BetterUp Coach), and most importantly, work that matters. 

This makes for a remarkably focused and fulfilling work experience. Frankly, it’s not for everyone. But for people with fire in their belly, it’s a game-changing, career-defining, soul-lifting move.

Join us and we promise you the most intense and fulfilling years of your career, doing life-changing work in a fun, inventive, soulful culture. 

If that sounds exciting—and the job description below feels like a fit—we really should start talking.

As part of the Global Total Rewards team the Senior Compensation Analyst will be responsible for supporting the requirements around gathering, analysis and delivery of our compensation programs, globally. You will work closely with our HR and business partner teams to identify and address compensation issues. This includes Compensation related assessments, recommendations, and support

What You’ll Take On

• Manages the compensation administration, plan documentation and implementation of the various compensation programs including the annual merit, bonus and equity.

• Conduct annual compensation benchmarking, manage 3rd party survey engagement, and provide compensation competitive analysis from the market data.

• Provides metrics, data for monthly and quarterly HR dashboards, and analysis for all compensation & some HR programs.

• Leads projects and system implementations, to include areas related to incentive programs, salary administration, competitive assessment of market trends and equity analysis.

• Partners with Finance to ensure close collaboration on Better UP’s long-term incentive programs.

• Consults with HRBPs and business stakeholders in making compensation related recommendations for promotions, transfers, job matches, and job leveling.

• Partner with HR Business Partners to educate managers and employees on compensation programs.

• Offer compensation support and analysis of merger and acquisition activity.

• Aligns jobs and reviews requests for new or revised classifications to determine appropriate salary grade assignment based on job descriptions

• Leads recommendations for the development of company salary structure, FLSA exemptions, job revisions and organizational structures

• Assist with development of policies and procedures to support that administration of the compensation programs.  compensation administration needs and is updated to reflect changes to salary structures

• Analyzes existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.

• Work closely with HRIS System Administrator to ensure Workday meets the compensation administration needs as well as reporting needs of the organization while integrating with other compensation systems

• Conduct annual compensation benchmarking and ad-hoc as needed, manage 3rd party survey engagement, and provide compensation competitive analysis from the market data

• Consults with HRBPs and business stakeholders in making compensation related recommendations for promotions, transfers, job matches, and job leveling.

• Partner with HR Business Partners to educate managers and employees on compensation programs including the preparation and delivery of  presentations on compensation matters and topics.

• Support the design and delivery of business specific compensation programs in line with business needs, culture, and values. Assist with STI and LTI plan design.

• Recommend and enhance current programs, policies, and processes for both short-term and longer-term business needs and goals. Model potential impact of design changes

• Collaborate on special projects.

What You Bring

• 4–6 years of relevant experience in global broad-based compensation, including design, implementation, and administration, with a preference for sales compensation.

• Working knowledge of the Workday HRIS preferred.

• Advance analytical skills and tools required to analyze data, create models, reports, dashboards and presentations

• Ability to work in high-growth,