Compensation Analyst

Position Summary

The Compensation Analyst supports compensation programs that help the company attract, retain, and reward employees as the business grows. This role combines data analysis, market research, and attention to detail to support consistent, competitive, and equitable pay decisions.

Working closely with People Operations, Recruiting, and Finance, this individual will assist with salary benchmarking, job documentation, compensation reporting, and annual pay-review activities. This position is well suited for an early-career professional who enjoys working with data, learning how compensation decisions are made, and translating analysis into clear, practical information.

Key Responsibilities

Compensation Analysis and Market Research

• Participate in Radford compensation surveys and maintain accurate job-matching and submission data.
• Research market pay information and assist with benchmarking positions across corporate, technical, and manufacturing functions.
• Prepare pay comparisons and preliminary recommendations for review by the compensation leader.
• Support the maintenance of salary ranges, pay structures, and compensation guidelines.

Job Documentation and Evaluation

• Partner with People Operations and Recruiting to maintain accurate, consistent job descriptions.
• Gather information about job responsibilities, qualifications, and organizational placement to support job evaluation and leveling.
• Help maintain job titles, job codes, and related compensation records.

Compensation Program Support

• Assist with annual merit increases, promotions, bonus programs, and other compensation review activities.
• Prepare worksheets, validate employee data, and track approvals and changes.
• Support the review of new-hire offers and employee pay changes against established ranges and guidelines.
• Identify data discrepancies or unusual pay patterns and escalate them for review.

Reporting and Data Management

• Compile, audit, and analyze compensation data from HR systems, spreadsheets, and other approved sources.
• Create recurring reports and summaries to support compensation planning and decision-making.
• Maintain organized documentation of compensation analyses, processes, and approvals.
• Handle employee and compensation information with discretion and confidentiality.

Collaboration and Process Improvement

• Respond to routine compensation questions using established policies and escalate more complex matters.
• Help prepare compensation communications, process guides, and manager resources.
• Identify opportunities to improve data accuracy, reporting efficiency, and administrative processes.
• Support compensation-related projects as business needs evolve.

Required Qualifications

• Bachelor’s degree in Human Resources, Finance, Accounting, Business, Economics, Statistics, or a related field, is preferred or an equivalent combination of education and relevant experience.
• Minimum 2 year's of relevant experience in compensation, HR analytics, finance, data analysis, or a related area. 
• Working knowledge of Microsoft Excel, including formulas, sorting, filtering, and organizing data.
• Strong analytical skills and attention to detail.
• Ability to summarize findings clearly and communicate professionally with cross-functional partners.
• Strong organizational skills and the ability to manage multiple assignments and deadlines.
• Sound judgment when handling sensitive and confidential information.
• Willingness to learn compensation practices, systems, and business operations.

Preferred Qualifications

• Exposure to salary benchmarking, compensation surveys, job evaluation, or pay structures.
• Experience using pivot tables and lookup functions in Excel.
• Familiarity with an HR information system or reporting tool.
• Exposure to a manufacturing, technology, or other rapidly growing business environment.
• Experience working with large datasets or preparing reports for business stakeholders.

What Success Looks Like

• Compensation data, reports, and worksheets are accurate and completed on time.
• Job documentation and compensation records are organized and current.
• Analyses clearly identify findings, assumptions, and questions requiring review.
• Cross-functional partners receive responsive, reliable support.
• Increasing independence in routine assignments, with appropriate escalation of exceptions.