Compensation Analyst Sr.

Anticipated End Date:

2026-07-24

Position Title:

Compensation Analyst Sr.

Job Description:

Compensation Analyst Senior

Location: This role requires associates to be in-office 1 - 2 days per week, fostering collaboration and connectivity, while providing flexibility to support productivity and work-life balance. This approach combines structured office engagement with the autonomy of virtual work, promoting a dynamic and adaptable workplace. Ideal candidates will reside within a commuting distance from our Indianapolis, Atlanta, Richmond, or Norfolk PulsePoints.

Please note that per our policy on hybrid/virtual work, candidates not within a reasonable commuting distance from the posting location(s) will not be considered for employment, unless an accommodation is granted as required by law.

The Compensation Analyst Senior will be responsible for providing counsel regarding various compensation practices and policies and conducting on-going analysis for assigned job families with a focus on the sales job family to include sales incentive eligible roles.

How you will make an impact:

• Counsels management on the company's compensation strategy, policies, programs, communications and making salary decisions regarding pay actions, and conducts pay equity studies and compression analyses and participates in annual pay program development (research and analysis).
• Works closely with partners within the sales organizations across the enterprise to provide data and consultation.
• Understands the sales incentive models as well as equity tied to long-term incentives across the enterprise.
• At this level, emphasis is primarily on service delivery/administration with some advisory and consultative activities and conducting annual market evaluations and on-going internal equity and external competitiveness comparisons for assigned job families.
• Supports corporate-wide compensation initiatives, including incentive plan administration, merit process, total direct compensation analysis, and salary survey design and submission.

Minimum Requirements: Requires a BA degree in related field and minimum of 4 years’ related experience with HR consultative experience; or any combination of education and experience, which would provide an equivalent background.

Preferred Skills, Capabilities and Experiences:

• HR related designation preferred.
• Foundational compensation knowledge and experience strongly preferred.
• Demonstrated proficiency in Microsoft Excel, including developing PivotTables, performing lookup functions (VLOOKUP, XLOOKUP, INDEX/MATCH), and utilizing formulas to support data analysis and reporting strongly preferred.
• Demonstrated experience creating clear, compelling data visualizations and translating complex analyses into actionable insights for both technical and non-technical audiences, including presenting findings to stakeholders and using data storytelling to explain trends, drivers, and recommendations.
• Workday/Workday reporting experience strongly preferred.
• Power BI experience preferred.

For candidates working in person or virtually in the below location(s), the salary* range for this specific position is $93,200 to $139,800.

Locations: Virginia

In addition to your salary, Elevance Health offers benefits such as a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). The salary offered for this specific position is based on a number of legitimate, non-discriminatory factors set by the Company.  The Company is fully committed to ensuring equal pay opportunities for equal work regardless of gender, race, or any other category protected by federal, state, and local pay equity laws.

*The salary range is the range Elevance Health in good faith believes is the range of possible compensation for this role at the time of this posting. This range may be modified in the future and actual compensation may vary from posting based on geographic location, work experience, education and/or skill level. Even within the range, the actual compensation will vary depending on the above factors as well as market/business considerations. No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, benefits, paid time off, stock, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid a