Senior Compensation Analyst

Galderma•Boston, MA

7d•$105,000 - $145,000•Hybrid

About The Position

Whether it's the unique breadth of our integrated offering that covers Injectable Aesthetics, Dermatological Skincare and Therapeutic Dermatology products; or our commitment to recognizing and rewarding people for the contribution they make - working here isn't like anywhere else. At Galderma, we actively give our teams reasons to believe in our ambition to become the leading dermatology company in the world. With us, you have the ultimate opportunity to gain new and challenging work experiences and create an unparalleled, direct impact. The Senior Compensation Analyst supports the design, administration, and continuous improvement of Galderma’s compensation programs to ensure they are competitive, equitable, and aligned with business strategy. This role partners closely with HR business partners (HRBPs), Talent Acquisition, Finance, and business leaders to provide analytical insights, market pricing, and program support across base pay, incentive plans, and job architecture.

Requirements

Bachelor’s degree in Human Resources, Finance, Business Economics, or a related field.
5+ years of progressive compensation or Total Rewards experience in corporate environments.
Working knowledge of compensation principles, job evaluation, market pricing, and pay structures.
Strong analytical and quantitative skills with the ability to interpret and explain data to non-technical stakeholders.
Experience working with compensation surveys and HR systems (e.g., Workday).
Proficiency in Excel and data analysis tools.
Strong attention to detail, sound judgment, and ability to manage multiple priorities in a deadline-driven environment.
Experience partnering with HRBPs and Talent Acquisition.
Familiarity with incentive plan administration (STI/LTI).

Nice To Haves

Experience supporting compensation programs in a regulated or complex environment (e.g., life sciences) is preferred.
Certified Compensation Professional (CCP) designation or progress towards this designation is preferred.

Responsibilities

Compensation Analysis & Market Pricing Conduct job evaluations, benchmark roles using salary surveys, and analyze internal pay data. Prepare salary range and pay recommendations for review and approval. Document rationale and ensure consistency with compensation philosophy and governance guidelines.
Offer & Employee Pay Support Review and advise on offer details, promotions, and adjustments. Partner with HRBPs and Talent Acquisition to ensure alignment to approved pay ranges, job levels, and policy. Identify and escalate potential equity or compliance risks.
Annual Compensation Cycle Support Prepare and validate data for our annual merit and incentive cycles. Test cycle configurations and reporting in HR system (Workday). Review manager submissions for guideline adherence. Resolve issues and respond to stakeholder questions within defined timelines.
Job Architecture & Leveling Evaluate job descriptions and role changes. Apply company leveling guidelines and global job architecture standards. Prepare level and grading recommendations for approval. Maintain job description library by ensuring approved job descriptions are current, properly stored, and aligned with leveling and governance standards.
Reporting & Data Analytics Develop and maintain compensation reports and dashboards. Analyze trends related to pay positioning, compa-ratios, and market competitiveness. Support ad hoc data and reporting requests.
Program Governance & Process Improvement Support governance activities by adhering to policies and procedures. Reinforce compliance with pay transparency regulations by preparing pay range data, validating disclosures in job postings, and offers and escalating risks or inconsistencies for review. Assist with audit readiness and documentation ensure data integrity within HRIS and compensation tools. Recommend process improvements to enhance efficiency or controls.