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Compensation Analyst Ii Jobs in Michigan (NOW HIRING)

Delta Staffing

Compensation Analyst

Troy, MI · On-site

Minimum of three years in Human Resources, including at least two years focused on compensation ... Excellent problem-solving, analytical, and organizational skills. * Familiarity with short and ...

Select Minds LLC

Business Analyst -II

Lansing, MI · On-site

$82K - $88K/yr

Business Analyst II Location: Auburn Hills, MI Work Model: Day 1 Onsite | Hybrid Interview Process ... Compensation: $82,500.00 - $88,000.00 per year About Us We work to deliver profitability in your ...

The AF Group

Premium Analyst II

Lansing, MI · On-site

... Premium Analyst I with demonstrated superior technical audit processing skills. And Two years ... and Workers' Compensation classifications in multiple states. Excellent oral and written ...

Emergent Holdings

Premium Analyst II

Lansing, MI

... Premium Analyst I with demonstrated superior technical audit processing skills. And Two years ... and Workers' Compensation classifications in multiple states. Excellent oral and written ...

Emergent Holdings

Premium Analyst II

Lansing, MI · On-site

... Premium Analyst I with demonstrated superior technical audit processing skills. And Two years ... Workers' Compensation classifications in multiple states. • Excellent oral and written ...

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All JobsCompensation Analyst Ii JobsCompensation Analyst Ii Jobs in Michigan

Compensation Analyst Ii information

See Michigan salary details

$17

$33

$51

How much do compensation analyst ii jobs pay per hour?

As of Aug 20, 2026, the average hourly pay for compensation analyst ii in Michigan is $33.96, according to ZipRecruiter salary data. Most workers in this role earn between $27.26 and $38.56 per hour, depending on experience, location, and employer.

What is the difference between Compensation Analyst Ii vs Compensation Analyst I?

AspectCompensation Analyst ICompensation Analyst II
Required CredentialsBachelor's degree in HR, Business, or related field; some certifications preferredSame as Compensation Analyst I, often with additional experience
Work EnvironmentEntry-level, supporting data collection and basic analysisMore complex analysis, project management, and data interpretation
Employer & Industry UsageCommon in HR departments across industriesUsed in larger organizations with more specialized compensation teams
Search & Comparison IntentBasic understanding of compensation rolesLooking for advanced responsibilities and experience

The main difference between Compensation Analyst I and II lies in experience and complexity of tasks. Compensation Analyst II typically handles more complex data analysis, participates in compensation strategy development, and may oversee junior staff. Both roles require similar educational backgrounds and certifications, but the Compensation Analyst II position demands greater expertise and experience.

What are popular job titles related to Compensation Analyst Ii jobs in Michigan?

For Compensation Analyst Ii jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Compensation Analyst Ii jobs in Michigan look for?

The top searched job categories for Compensation Analyst Ii jobs in Michigan are:

Compensation Analyst Ii jobs near you
Infographic showing various Compensation Analyst Ii job openings in Michigan as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 18% Part Time, 2% Temporary, 4% Contract, and 1% Nights. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $70,644 per year, or $34 per hour.

Compensation Analyst

Delta Staffing

Troy, MI • On-site

Full-time

Re-posted 9 days ago

Job description

Core Responsibilities

  • Assess job requirements by conducting interviews with experts, analyzing completed questionnaires, and observing job tasks.
  • Create and maintain comprehensive job descriptions, qualifications, and evaluation documents.
  • Benchmark compensation for new hires to ensure alignment with market standards and internal equity.
  • Evaluate and rank positions to ensure fair pay within the organization.
  • Perform salary surveys and analyze compensation data to maintain competitive external pay practices.
  • Assist in developing and maintaining pay structures, including calculating pay grades and salary ranges.
  • Collect and analyze pay data to produce detailed compensation reports.
  • Ensure compliance with Federal, State, and local regulations to prevent legal issues and assist others in doing the same.
  • Review and align recommended pay raises and incentives with the budget, and notify supervisors of any discrepancies.
  • Support and improve the performance evaluation process.
  • Advise on strategies for employee retention and severance packages.
  • Lead and support HR-related projects, managing the execution, communication, and delivery of key activities.
  • Track trends in labor costs and develop or revise the labor cost budget as needed annually.
  • Help develop strategies, policies, and documentation related to compensation programs to align with company values.
  • Actively participate in ongoing improvement efforts to optimize compensation processes.
  • Enhance knowledge of compensation practices through training and technical literature.
  • Perform other duties as required.

Required Qualifications and Skills

  • Bachelor’s degree in business is required, with a preference for Human Resources.
  • Minimum of three years in Human Resources, including at least two years focused on compensation.
  • Skilled in Microsoft Office [2007 or newer], with advanced expertise in MS Excel.
  • Proven ability to manage projects effectively and meet deadlines consistently.
  • Strong verbal, non-verbal, negotiation, and written communication abilities.
  • High level of professionalism in interactions with both internal and external stakeholders.
  • Excellent problem-solving, analytical, and organizational skills.
  • Familiarity with short and long-term strategic development is preferred.

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