Sr. Analyst, Compensation

Summary:
The Senior Compensation Analyst plays a key role in the design, implementation, and administration of Inmar’s compensation programs to ensure they are competitive, equitable, and aligned with our Total Rewards philosophy and business strategy. This position provides analytical and consultative support to HR Business Partners and leaders across the organization to support informed, data-based decisions related to pay. The successful candidate will demonstrate analytical capabilities, business acumen, and the ability to work collaboratively in a dynamic and evolving environment.

Primary Accountabilities:

Strategic and Analytical Responsibilities

• Conduct complex data analyses and modeling to evaluate compensation design alternatives and support compensation recommendations that align with business goals.

• Perform job evaluations in partnership with HR Business Partners to ensure internal equity and consistency across the enterprise. Understand and apply Fair Labor Standards Act (FLSA)  regulations with regard to the job evaluation process.

• Benchmark jobs against market data, interpret survey results, and recommend appropriate salary ranges, structures, or changes in pay programs or policies.

• Develop, maintain, and evolve global salary structures and job architecture to support Inmar’s growing business needs.

• Collaborate with HR Technology to enhance automation and accuracy in compensation processes.

• Perform analyses of jobs, wages, salaries, and incentives to assess internal equity, external competitiveness, and compliance with applicable laws and regulations.

• Ensure data accuracy and integrity within HR systems across all pay-related processes.

• Support annual compensation cycles, including merit, bonus, and incentive plan administration, ensuring accuracy and effective execution.

• Develop reports, dashboards, and presentations for Total Rewards and senior leadership that summarize key compensation insights and recommendations.
   

Consultation and Partnership

• Provide day-to-day support and advice to HR Business Partners and Talent Acquisition on compensation policies, job offers, promotions, and pay adjustments., resolving queries and issues and enabling others to take appropriate actions.

• Develop  educational materials, tools, and necessary training modules to increase HRBPs and management understanding of existing Compensation programs and practices.

• Partner with Finance and HR leadership on budgeting and forecasting for compensation-related expenses.

• Participate in salary surveys, data submissions, and compensation studies to maintain a competitive market position.

• Communicate compensation programs and policies effectively to HR and business leaders, ensuring understanding and alignment across teams.
   

Project and Process Leadership

• Contribute to compensation-related projects, audits,, total rewards program design, and process transformation initiatives.

• Contribute to compensation-related projects, audits, and compliance initiatives.

• Identify opportunities to streamline compensation processes and implement improvements through automation, standardization, and analytics.

• Support compensation-related technology transformation and continuous process optimization.
   

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or related field required.

• Minimum 5 years of progressive compensation or related experience in a corporate, finance or consulting environment.

• Advanced proficiency in Excel (modeling, pivot tables, VLOOKUPs, etc.) and strong data analysis skills.

• Demonstrated ability to interpret and apply FLSA and other wage and hour regulations.

• Experience with Workday or other HRIS systems and compensation tools (e.g., BetterComp, WTW, Mercer) preferred.

• Exceptional analytical, pr