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Compensation Analyst Jobs in Indiana (NOW HIRING)

Marvin

Senior Compensation Partner

Fort Wayne, IN · On-site

$91K - $121K/yr

Market Analysis & Benchmarking * Conduct job evaluations and pricing using market data (e.g., salary surveys, benchmarking tools such as PayFactors). * Analyze compensation trends and provide ...

Marvin

Senior Compensation Partner

Evansville, IN · On-site

$91K - $121K/yr

Market Analysis & Benchmarking * Conduct job evaluations and pricing using market data (e.g., salary surveys, benchmarking tools such as PayFactors). * Analyze compensation trends and provide ...

Marvin

Senior Compensation Partner

Indianapolis, IN · On-site

$91K - $121K/yr

Market Analysis & Benchmarking * Conduct job evaluations and pricing using market data (e.g., salary surveys, benchmarking tools such as PayFactors). * Analyze compensation trends and provide ...

Marvin

Senior Compensation Partner

South Bend, IN · On-site

$91K - $121K/yr

Market Analysis & Benchmarking * Conduct job evaluations and pricing using market data (e.g., salary surveys, benchmarking tools such as PayFactors). * Analyze compensation trends and provide ...

Marvin

Director of Compensation

Evansville, IN · On-site

$161K - $215K/yr

You'll excel if you bring deep expertise in compensation strategy, strong analytical capabilities, and experience influencing leaders across a multi-location organization. If you're ready to make an ...

Marvin

Director of Compensation

South Bend, IN · On-site

$161K - $215K/yr

You'll excel if you bring deep expertise in compensation strategy, strong analytical capabilities, and experience influencing leaders across a multi-location organization. If you're ready to make an ...

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Compensation Analyst information

See Indiana salary details

$18

$37

$56

How much do compensation analyst jobs pay per hour?

As of Jul 18, 2026, the average hourly pay for compensation analyst in Indiana is $37.08, according to ZipRecruiter salary data. Most workers in this role earn between $29.76 and $42.07 per hour, depending on experience, location, and employer.

What Does a Compensation Analyst Do?

A compensation analyst works in Human Resources focusing on the analysis of employee salaries and benefits to ensure both are fair. The compensation analyst looks at each role and performs an analysis of similar positions both inside and outside of the company to determine the amount of pay a candidate should receive for their work. They provide the figures to upper management to budget for a new employee or plan their financial goals for the year. Their duties include meeting federal guidelines for worker’s compensation, building pay structures for their employer, and reviewing existing salaries.

What are Compensation Analysts?

Compensation Analysts are human resources professionals who research, analyze, and develop an organization's pay structures and compensation programs. They ensure that salaries, bonuses, and benefits are competitive and comply with legal standards. Their work involves conducting market salary surveys, evaluating job positions, and making recommendations to attract and retain employees. Compensation Analysts play a critical role in balancing organizational goals with employee satisfaction.

What are the key skills and qualifications needed to thrive as a Compensation Analyst, and why are they important?

To thrive as a Compensation Analyst, you need strong analytical skills, attention to detail, and a solid understanding of compensation principles, often supported by a degree in human resources, finance, or a related field. Familiarity with HRIS systems, advanced Excel functions, and compensation management software like PayScale or MarketPay is typically required. Exceptional communication, problem-solving abilities, and discretion with sensitive data are important soft skills that set top performers apart. These skills and qualities are crucial for ensuring fair, competitive, and legally compliant compensation practices that attract and retain talent.

What is the difference between Compensation Analyst vs Benefits Analyst?

AspectCompensation AnalystBenefits Analyst
Required CredentialsBachelor's degree in HR, Business, or related field; certifications like CCP or CBPBachelor's degree in HR, Business, or related field; certifications like CBP or CEBS
Work EnvironmentCorporate HR departments, consulting firms, or government agenciesCorporate HR teams, insurance companies, or government agencies
Employer & Industry UsageUsed across industries to develop compensation structuresUsed to manage employee benefits programs and compliance
Comparison FocusAnalyzing salary data, pay structures, and market trendsManaging health, retirement, and other employee benefits

While both roles are vital in HR, Compensation Analysts focus on salary structures and pay equity, whereas Benefits Analysts specialize in employee benefits programs. Both roles often collaborate but serve distinct functions within organizations.

What are some typical challenges Compensation Analysts face when ensuring pay equity across an organization?

Compensation Analysts often encounter challenges such as navigating complex pay structures, managing large volumes of sensitive salary data, and staying current with evolving regulations on pay equity. They must balance internal fairness with external market competitiveness while addressing potential discrepancies in pay based on job roles, experience, and location. Additionally, collaborating with HR, finance, and leadership teams to implement equitable compensation strategies requires strong communication and data analysis skills.
More about Compensation Analyst jobs
What are the most commonly searched types of Compensation Analyst jobs in Indiana? The most popular types of Compensation Analyst jobs in Indiana are:
What are popular job titles related to Compensation Analyst jobs in Indiana? For Compensation Analyst jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Compensation Analyst jobs in Indiana look for? The top searched job categories for Compensation Analyst jobs in Indiana are:
What cities in Indiana are hiring for Compensation Analyst jobs? Cities in Indiana with the most Compensation Analyst job openings:
What are popular job titles related to Compensation Analyst jobs in IN? For Compensation Analyst jobs in IN, the most frequently searched job titles are:
Compensation Analyst jobs near you
Infographic showing various Compensation Analyst job openings in Indiana as of July 2026, with employment types broken down into 1% Locum Tenens, 1% Internship, 83% Full Time, 10% Part Time, 1% Temporary, and 4% Contract. Highlights an 82% Physical, 5% Hybrid, and 13% Remote job distribution, with an average salary of $77,125 per year, or $37.1 per hour.
Senior Manager, Talent Acquisition

Senior Manager, Talent Acquisition

Ren

Indianapolis, IN • On-site

Full-time

Posted 22 days ago

Job description

Job Title
Senior Manager, Talent Acquisition
Department
People Ops: Talent Center of Excellence
Job Level
P4, Exempt
Our Mission
To deliver the expertise, standards, and technology necessary to power growth and scale throughout the philanthropic economy. We are committed to empowering people, ideas, and institutions for good. We promise to take care of the administrative duties that often distract us from meaningful work so our customers and their clients can spend more of their time and attention saving the world. We believe it is our duty to ensure the efficient and effective flow of social capital to the causes that matter the most to donors.
Position Description:
The Senior Manager of Talent Acquisition owns the talent acquisition function as a domain - setting standards, driving outcomes, and serving as the authoritative recruiting voice across the organization. In a regulated fintech environment, this role carries a dual mandate: delivering the hiring speed and quality a scaling organization demands, while ensuring that every process - from intake to offer - meets the compliance standards the industry requires.
This role is expected to own how the organization hires: defining the standard for structured interviewing, establishing the recruiting metrics framework, providing market intelligence that informs workforce planning, and personally leading the most complex and critical searches. Operating without direct reports, the P4 designation is anchored in functional authority and cross-functional influence - partnering closely with the Compensation Analyst on offer construction, with HRBPs on workforce planning, and with the VP on headcount forecasting and capacity planning. This role requires senior-level stakeholder management and executive communication: the credibility and composure to deliver market intelligence a senior leader may not want to hear, and the influence to make that conversation productive rather than defensive.
Duties & Responsibilities:
  • Manage a portfolio of open requisitions across assigned business units - engineering, product, compliance, risk, sales, and operations - owning the full-cycle process from job brief through offer acceptance and pre-boarding handoff to onboarding
  • Conduct structured intake meetings with hiring managers before any sourcing begins: clarify role requirements, competency profiles, level calibration, compensation range, and success criteria - and push back when the brief is unclear, the scope is unrealistic, or the timeline doesn't account for market conditions
  • Build and execute proactive sourcing strategies for each requisition: LinkedIn, job boards, referral activation, talent community engagement, and direct outreach - with sourcing channel effectiveness tracked and reported monthly
  • Screen, assess, and advance candidates using structured interview frameworks; facilitate calibrated debrief conversations with hiring teams to ensure bias-mitigated, evidence-based decisions that hold up to scrutiny in a regulated environment
  • Own candidate experience at every stage: timely, transparent communication, high-quality final-round experiences regardless of outcome, and a post-offer engagement cadence that reduces withdrawal risk between acceptance and start date
  • Partner with the VP of Talent and the Compensation Analyst on all offer construction: no offer is extended without a compensation review that confirms market alignment, internal equity, and band adherence
  • Present and close offers with market context - framing the total compensation package relative to what the candidate could expect elsewhere, and managing counter-offer conversations with transparency and discipline
  • Track offer acceptance rates and withdrawal patterns; surface trends to the VP of Talent that should inform compensation philosophy, offer timing, or candidate experience improvements
  • Serve as the primary day-to-day talent partner for senior hiring managers across assigned business units: proactively sharing market intelligence, flagging pipeline risk before it becomes a delay, and consulting on role design and team structure when growth plans create new hiring demands
  • Translate company growth plans into executable hiring roadmaps in partnership with the VP of Talent: role prioritization, sourcing lead times, interview panel configuration, and contingency planning for niche or hard-to-fill positions
  • Provide market intelligence on talent availability, compensation benchmarks, and the competitive hiring landscape for fintech roles - particularly in engineering, compliance, and risk functions where the talent market is constrained and move quickly
  • Support workforce planning conversations with HRBPs: contributing recruiter perspective on talent supply, market conditions, and role-level complexity to inform headcount decisions before they become approved requisitions
  • Leverage AI-powered recruiting tools to enhance sourcing reach, accelerate candidate screening, and improve pipeline efficiency - while applying human judgment to ensure outputs are accurate, bias-aware, and compliant with Ren's standards

Education & Experience
  • 10+ years of talent acquisition experience, with demonstrated progression in scope and complexity across that tenure
  • 2-4+ years owning recruiting processes at a functional level - accountable for process quality, standards design, and hiring outcomes across a portfolio of roles, not just personal search delivery
  • Demonstrated experience hiring within fintech, SaaS, or regulated financial services environments - with a working understanding of the compliance expectations those environments place on recruiting processes
  • Track record of managing high-volume and specialized hiring simultaneously: the ability to maintain quality on complex niche searches without allowing the broader pipeline to degrade is a specific competency this role requires
  • Experience scaling recruiting processes in organizations between 300-1,000+ employees, where the informal practices that worked at 150 are being replaced by structured, repeatable systems
  • Structured interviewing design and facilitation: this role must be able to teach it, assess it, and hold others accountable for applying it consistently
  • DEI best practices in talent acquisition: inclusive sourcing, bias mitigation in assessment, and diverse slate construction - applied as standard practice, not activated only for high-visibility searches
  • Recruiting analytics: the ability to build and maintain a metrics framework, read it accurately, and use it to make process decisions rather than justify existing practices
  • Compensation fluency: enough market knowledge to participate meaningfully in offer conversations with the Compensation Analyst and to advise hiring managers on candidate positioning before the offer stage
  • ATS proficiency and a systems orientation: the instinct to look for technology solutions when manual processes create scale problems, and the discipline to use the system correctly so that data is trustworthy
  • AI fluency: baseline familiarity with AI-powered recruiting tools - such as sourcing assistants, resume screening platforms, and candidate engagement automation - and the judgment to use them responsibly, critically evaluate their outputs, and identify where human review is required

Ren is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law.

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