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Compensation Analyst Jobs in Michigan (NOW HIRING)

Delta Staffing

Compensation Analyst

Troy, MI · On-site

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 ...

Recar

Sr. Compensation Analyst

Troy, MI · On-site

$123K - $154K/yr

Conduct pay equity analyses and proactively surface insights and recommendations to support a fair and transparent pay philosophy. * Respond to compensation inquiries from managers, HRBPs, and ...

New

Wayne State University

Compensation Professional

Detroit, MI · On-site

$82K - $106K/yr

ESSENTIAL FUNCTIONS Conducts job analysis and evaluations. Prepares s. Completes compensation surveys. Identifies, evaluates and communicates qualitative and quantitative data trends to assist ...

Marvin

Senior Incentive Analyst

Grand Rapids, MI · On-site

$91K - $121K/yr

Manage incentive compensation planning cycles from start to finish, which includes modeling ... Analytics & Reporting * Develop, maintain and provide cost modeling estimates and tracking to ...

Marvin

Senior Incentive Analyst

Detroit, MI · On-site

$91K - $121K/yr

Manage incentive compensation planning cycles from start to finish, which includes modeling ... Analytics & Reporting * Develop, maintain and provide cost modeling estimates and tracking to ...

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Compensation Analyst information

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$17

$33

$51

How much do compensation analyst jobs pay per hour?

As of Jul 17, 2026, the average hourly pay for compensation analyst 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 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 Michigan? The most popular types of Compensation Analyst jobs in Michigan are:
What are popular job titles related to Compensation Analyst jobs in Michigan? For Compensation Analyst jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Compensation Analyst jobs in Michigan look for? The top searched job categories for Compensation Analyst jobs in Michigan are:
What cities in Michigan are hiring for Compensation Analyst jobs? Cities in Michigan with the most Compensation Analyst job openings:
What are popular job titles related to Compensation Analyst jobs in MI? For Compensation Analyst jobs in MI, the most frequently searched job titles are:
Compensation Analyst jobs near you
Infographic showing various Compensation Analyst job openings in Michigan as of July 2026, with employment types broken down into 1% Locum Tenens, 1% Internship, 84% Full Time, 8% Part Time, 1% Temporary, and 5% Contract. Highlights an 82% Physical, 5% Hybrid, and 13% Remote job distribution, with an average salary of $70,644 per year, or $34 per hour.
Compensation Analyst

Compensation Analyst

Delta Staffing

Troy, MI • On-site

Other

Re-posted 4 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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