Compensation Analyst Sr

Robert Half • San Ramon, CA

2d • $96,000 - $145,000

About The Position

Who We Are Robert Half, one of FORTUNE’s World’s Most Admired Companies and a Fortune 100 Best Companies to Work For is hiring a Compensation Analyst Senior to join the Enterprise Compensation department. This role is responsible for providing strategic compensation consultation and analysis to support HR business partners, senior leadership, and management. Key duties include conducting market compensation analyses, ensuring internal pay equity, managing compensation programs, and advising on job evaluations and salary structures. The position also involves leading compensation-related initiatives, administering pay programs, and leveraging data-driven insights to inform decision-making. Strong analytical skills, proficiency in compensation systems, and the ability to work independently in a fast-paced environment are essential for success in this role. What You'll Do Compensation Consultation/Partnering: Partner with Talent Acquisition, HR business partners, management, and Senior Leadership providing market compensation analysis and recommendations. Consults to ensure internal equity and consistency in the compensation program. Proactively identify issues that may arise with regards to employee's pay and recommend actions to address. Provide regular reporting indicating employee's pay levels against the range (compa-ratio), distribution of salary increases compared to performance levels, etc. Acts as a compensation partner and a strategic solution provider to the HRBPs and business managers/leaders to train and communicate appropriately. Advises and consults with business leaders regarding compensation philosophy, practices and programs, makes recommendations as appropriate. Analysis: Prepares and reviews compensation survey submission for compensation surveys, both US and international. Researches and analyzes competitive compensation practices in the job market; contributes to established compensation surveys and/or develops and implements custom surveys as appropriate. Analyzes compensation survey information to determine company's competitive position in base, incentive, and equity programs. Conducts surveys and studies labor markets to determine compensation trends. Identifies correct benchmark positions for new salary surveys. Quality reviews regular and ad-hoc reports before released outside of the Corporate Compensation team. Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements. Conducts internal and external equity reviews to determine fair pay. Make recommendations to improve compensation processes and workflow to increase department’s efficiency and effectiveness. Lead initiatives for assigned client groups as it relates to compensation practices. Perform complex analysis to identify opportunities and make recommendations for the development or modification of compensation programs and practices. Leverages data to develop recommendations and drive organizational decision-making. Uses analytical techniques and models to help the company proactively manage compensation programs, policies, and practices. Job Evaluation & Development: Act as the SME for benchmarking new or revised jobs within their respective client groups. Consults on writing job descriptions to capture scope of work. Analyses and recommends FLSA classification; Partners with legal as necessary. Advises HRBPs and internal client leadership of the grades and salary ranges and classification. For department reorganizations, works very closely with the HRBP and department management to benchmark positions appropriately. Collaborates with HRBPs in the analysis and review of job creation and reclassification requests; quality controls the job process for both existing positions and newly created positions. Compensation Programs Administration: Lead the administration of activities related to compensation programs such as annual focal review and bonus process. Partners with HR Business Partners, business managers and leaders to process base pay increases and annual bonus programs; makes recommendations throughout the process. Manages Pay grades and structures. Administrates annual and mid-year compensation programs (merit, stock, promotions, & bonus administration). Leadership and Collaboration: Provide guidance and mentoring to peers, less experienced colleagues within the team, and colleagues working in collaboration. Provide training on compensation philosophy, practices and procedures; offer guidance on such items as position benchmarking, survey input and analysis, report creation, etc. Collaborate with HRBPs, HRIS, Reporting, Recruiting on projects, as needed.

Requirements

• Bachelor's Degree in applicable field or equivalent experience.
• Minimum of 8 years of related experience required.
• Proficiency in MS Office with a strong understanding of Excel, including charts, graphs, pivot tables and other advanced capabilities.
• Attention to detail with a high degree of accuracy is essential.
• Experience managing small to mid-size compensation projects ranging from simple to complex in scope.
• Ability to work independently.
• Must be flexible to work within fast-paced environment with tight deadlines.
• Must be able to work with highly confidential data and maintain confidentiality at all times.
• Proven ability to work with all levels of management, including senior level management.
• Experience with Market Pricing jobs, using a number of different surveys.

Nice To Haves

• Experience working with compensation in an international company a plus.
• PowerPoint a plus.
• Experience with HR Systems such as Workday a plus.
• Experience with market pricing systems and compensation platforms a plus.
• Certified Compensation Professional (CCP) preferred.
• Experience pricing jobs in international locations a plus.

Responsibilities

• Partner with Talent Acquisition, HR business partners, management, and Senior Leadership providing market compensation analysis and recommendations.
• Consults to ensure internal equity and consistency in the compensation program.
• Proactively identify issues that may arise with regards to employee's pay and recommend actions to address.
• Provide regular reporting indicating employee's pay levels against the range (compa-ratio), distribution of salary increases compared to performance levels, etc.
• Acts as a compensation partner and a strategic solution provider to the HRBPs and business managers/leaders to train and communicate appropriately.
• Advises and consults with business leaders regarding compensation philosophy, practices and programs, makes recommendations as appropriate.
• Prepares and reviews compensation survey submission for compensation surveys, both US and international.
• Researches and analyzes competitive compensation practices in the job market; contributes to established compensation surveys and/or develops and implements custom surveys as appropriate.
• Analyzes compensation survey information to determine company's competitive position in base, incentive, and equity programs.
• Conducts surveys and studies labor markets to determine compensation trends.
• Identifies correct benchmark positions for new salary surveys.
• Quality reviews regular and ad-hoc reports before released outside of the Corporate Compensation team.
• Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements.
• Conducts internal and external equity reviews to determine fair pay.
• Make recommendations to improve compensation processes and workflow to increase department’s efficiency and effectiveness.
• Lead initiatives for assigned client groups as it relates to compensation practices.
• Perform complex analysis to identify opportunities and make recommendations for the development or modification of compensation programs and practices.
• Leverages data to develop recommendations and drive organizational decision-making.
• Uses analytical techniques and models to help the company proactively manage compensation programs, policies, and practices.
• Act as the SME for benchmarking new or revised jobs within their respective client groups.
• Consults on writing job descriptions to capture scope of work.
• Analyses and recommends FLSA classification; Partners with legal as necessary.
• Advises HRBPs and internal client leadership of the grades and salary ranges and classification.
• For department reorganizations, works very closely with the HRBP and department management to benchmark positions appropriately.
• Collaborates with HRBPs in the analysis and review of job creation and reclassification requests; quality controls the job process for both existing positions and newly created positions.
• Lead the administration of activities related to compensation programs such as annual focal review and bonus process.
• Partners with HR Business Partners, business managers and leaders to process base pay increases and annual bonus programs; makes recommendations throughout the process.
• Manages Pay grades and structures.
• Administrates annual and mid-year compensation programs (merit, stock, promotions, & bonus administration).
• Provide guidance and mentoring to peers, less experienced colleagues within the team, and colleagues working in collaboration.
• Provide training on compensation philosophy, practices and procedures; offer guidance on such items as position benchmarking, survey input and analysis, report creation, etc.
• Collaborate with HRBPs, HRIS, Reporting, Recruiting on projects, as needed.

Benefits

• group health insurance benefits (medical, vision, dental)
• FSA and HSA healthcare accounts
• life and accident insurance
• adoption and fertility assistance
• paid parental leave of up to 6 weeks
• short/long term disability
• paid time off for vacation, personal needs, and sick time
• opportunity to contribute to our company 401(k) savings and investment plan or deferred compensation plan (if eligible), with an employer match of 100% on the first 3% of your contributions for eligible employees.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level