Sr. Compensation Analyst

Columbus Technologies•Simi Valley, CA

5d•$65 - $75•Hybrid

About The Position

The Senior Compensation Analyst plays a critical role in designing, administering, and continuously improving the organization's compensation programs. Reporting within the Human Resources function, this individual is responsible for ensuring that compensation practices are market-competitive, internally equitable, legally compliant, and aligned with the company's total rewards philosophy. The ideal candidate brings deep analytical expertise, strong business acumen, and the ability to serve as a trusted advisor to Human Resources business partners and organizational leadership.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field required; advanced degree preferred.
Minimum of 4–6 years of progressive experience in compensation analysis or a closely related Human Resources function.
Demonstrated experience with full-cycle compensation administration, including job evaluation, market pricing, and annual review processes.
Prior experience participating in and interpreting third-party compensation surveys (e.g., Radford, Mercer, Willis Towers Watson).
Advanced proficiency in Workday, including compensation module configuration, business process management, and reporting.
Advanced Excel skills required; experience with data visualization tools (e.g., Power BI, Tableau) a plus.
Strong understanding of FLSA classification standards and multi-jurisdictional minimum wage compliance.
Exceptional analytical and problem-solving skills with strong attention to data accuracy and detail.
Ability to communicate complex compensation concepts clearly and persuasively to non-technical audiences.
High degree of discretion and professional judgment when handling sensitive compensation and employee data.
Collaborative, service-oriented approach with the ability to manage multiple priorities and stakeholders simultaneously.

Nice To Haves

Certified Compensation Professional (CCP) designation strongly preferred.
Advanced degree preferred.
Experience with data visualization tools (e.g., Power BI, Tableau) a plus.

Responsibilities

Administer compensation policies and programs with a significant focus on base pay management
Conduct market research, benchmarking, and participate in compensation surveys (3) to assess market competitiveness
Analyze compensation data and prepare recommendations for new hire offers, promotions, market adjustments, retention requests and other off cycle compensation transactions.
Advise P&C partners on compensation strategies, market data trends, Workday configuration and business processes, and resolves compensation-related issues.
Lead job evaluation process; audit jobs for content and review job descriptions to determine appropriate career levels, compensation, and FLSA exemption status. Consults with the P&C team to understand data requirements, impact of pay decisions and internal/external equity
Key contributor in annual compensation cycle (merit reviews, bonus process); ensure accurate and timely execution, reporting, and data integrity using Workday. P&C first line contact for all compensation questions.
Review proposed salary adjustments and requests for new or revised roles for conformance to guidelines and recommend corrective or alternative actions.
Support the development, implementation, and effective communication of compensation procedures.
Contribute to compensation-related projects and initiatives by providing analysis and data to support program decisions.
Manages the minimum wage reviews and analysis. Reviews statutory requirements governing compensation administration and recommend appropriate courses of action.
Processes one time payments including all stipends, retention, severance, Bravo, one time awards, (request for intern housing). Emails payroll to notify them and then sends follow-up email for approval.
Reviews all Workday compensation transactions (up to 40 daily). Also reviews data within any job change or employee move. Ensures accuracy of data – job profiles, assign pay group, salary structures, etc.