ZipRecruiter

Log In

1

Compensation Analyst Jobs in Boca Raton, FL (NOW HIRING)

Kforce Technology Staffing

Analyst

Hollywood, FL · On-site

$63K - $76K/yr

Kforce has a client seeking an Analyst in Hollywood, FL. Key Responsibilities: * Facilitate the ... Pay is not considered compensation until it is earned, vested and determinable. The amount and ...

Behavior Analysis Inc

Behavior Analyst Hourly

Davie, FL · On-site

$70K - $86K/yr

BAI was founded over 30 years ago by Behavior Analysts who still own and operate the agency today ... Benefits We offer competitive compensation, opportunities to increase your own income, and monetary ...

New

AutoNation

Analyst, Risk Management

Fort Lauderdale, FL · On-site

$60 - $85/hr

Key ResponsibilitiesWorkers' Compensation (WC) Claims SupportAssist in the intake, documentation ... Data Analysis & ReportingCollect, analyze, and interpret data related to claims, incidents, and ...

previous page

Showing results 41-60

All JobsCompensation Analyst JobsCompensation Analyst Jobs in Boca Raton, FL

Compensation Analyst information

See Boca Raton, FL salary details

$18

$36

$55

How much do compensation analyst jobs pay per hour?

As of Sep 4, 2026, the average hourly pay for compensation analyst in Boca Raton, FL is $36.87, according to ZipRecruiter salary data. Most workers in this role earn between $29.57 and $41.83 per hour, depending on experience, location, and employer.

What is a compensation analyst?

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 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 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 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.

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.

Is a compensation analyst a good career?

A compensation analyst is a valuable role responsible for analyzing salary structures, benefits, and pay practices within organizations. It requires strong analytical skills, knowledge of compensation laws, and proficiency with data tools like Excel or HRIS systems. The career offers growth opportunities in HR and compensation management, with a stable job outlook in many industries.
More about Compensation Analyst jobs

What are the most commonly searched types of Compensation Analyst jobs in Boca Raton, FL?

The most popular types of Compensation Analyst jobs in Boca Raton, FL are:

What are popular job titles related to Compensation Analyst jobs in Boca Raton, FL?

For Compensation Analyst jobs in Boca Raton, FL, the most frequently searched job titles are:

What job categories do people searching Compensation Analyst jobs in Boca Raton, FL look for?

The top searched job categories for Compensation Analyst jobs in Boca Raton, FL are:

What cities near Boca Raton, FL are hiring for Compensation Analyst jobs?

Cities near Boca Raton, FL with the most Compensation Analyst job openings:

Compensation Analyst jobs near you
Infographic showing various Compensation Analyst job openings in Boca Raton, FL as of August 2026, with employment types broken down into 1% As Needed, 72% Full Time, 24% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $76,683 per year, or $36.9 per hour.

HRIS Specialist (Workday - Advanced Compensation)

Octagon Talent

Fort Lauderdale, FL

Full-time

Re-posted 5 days ago

Job description

Job Description: HRIS Specialist (Workday – Advanced Compensation)

Company: Client

Location: Fort Lauderdale, FL


Our client is a national, privately held construction firm delivering award-winning projects across construction management, solar EPC, and design-build. This HRIS role is a hands-on Workday specialist position focused on Workday Advanced Compensation—owning configuration, annual compensation cycles, job catalog architecture, reporting, and compliance support for merit, bonus, equity, and long-term incentive programs in a project-driven environment.


About Us (Octagon Talent Solutions):

Octagon Talent Solutions is a full-service technology recruitment and staffing company based in South Florida. We humanize technical recruitment by identifying candidates' long-term career goals and assessing cultural fit when presenting opportunities. Our focus on long-term relationships helps ensure placements that last.


Job Overview:

The HRIS Specialist (Workday – Advanced Compensation) is a Workday subject matter expert responsible for supporting, optimizing, and enhancing Workday HCM with a primary focus on Advanced Compensation. This role serves as the functional lead for compensation configuration and program execution—supporting merit cycles, bonus plans, equity/stock awards, and long-term incentive programs. Partnering with Compensation, Finance, HR, and IT, the HRIS Specialist ensures scalable, compliant compensation processes, strong data integrity, and a high-quality end-user experience during annual cycles.


RESPONSIBILITIES:

  • Serve as the functional lead and SME for Workday Advanced Compensation.
  • Design, configure, maintain, and optimize the Advanced Compensation module, including:
  • Merit cycles, budgets, and guidelines
  • Bonus plans and eligibility rules
  • Equity/stock awards and long-term incentive plans
  • Compensation matrices (including prevailing wage considerations where applicable)
  • Lead end-to-end annual compensation cycle activities: planning, configuration, testing, launch, support, and post-cycle analysis.
  • Partner closely with Compensation, Finance, HR, and IT to ensure compensation processes are scalable, compliant, and aligned with organizational strategy.
  • Design and maintain eligibility rules, budgets, guidelines, and other compensation structures.
  • Design, govern, and continuously improve the Workday Job Catalog architecture (job profiles, job families, levels) to ensure structures are consistent, scalable, and aligned to organizational needs.
  • Support market pricing integrations and compensation benchmarking processes where applicable.
  • Develop and maintain compensation reports, dashboards, and analytics for leadership insights.
  • Support audit and compliance requirements related to compensation programs and processes.
  • Identify opportunities for automation and process optimization to improve efficiency and user experience.
  • Lead and support User Acceptance Testing (UAT) for compensation-related enhancements.
  • Troubleshoot complex compensation issues and provide Tier 2/3 support.
  • Develop, validate, and maintain advanced/matrix reports, calculated fields, dashboards, and analytics to support business decision-making.
  • Support Workday semiannual release cycles including impact assessment, configuration updates, regression testing, documentation, and stakeholder communication.
  • Follow established documentation, change control/change management, testing, and release protocols to ensure stable deployments.
  • Perform other related duties as assigned.


REQUIREMENTS:

  • Bachelor’s degree in Human Resources, Information Systems, Computer Science, or related field (or equivalent work experience).
  • 3–5+ years of Workday experience with strong expertise in Advanced Compensation and solid understanding of Core HCM data structures.
  • Strong understanding of HR business processes, organizations, employee lifecycle transactions, and compensation processes.
  • Experience supporting annual compensation planning cycles at scale.
  • Strong understanding of compensation strategy, structures, and market data.
  • Hands-on experience designing and maintaining Workday Job Catalog architecture and aligning it with compensation, recruiting, and organizational structures.
  • Experience with Workday reporting (advanced/matrix, dashboards, calculated fields) and comfort analyzing data.
  • Demonstrated ability to troubleshoot complex system issues, perform root-cause analysis, and deliver scalable solutions.
  • Ability to translate business needs into technical/functional requirements.
  • Strong analytical, problem-solving, and critical thinking skills; able to manage multiple priorities in a fast-paced environment.


Preferred qualifications

  • Workday certifications in HCM, Advanced Compensation, and/or Reporting.
  • Workday certification in Compensation or Advanced Compensation (preferred).
  • Exposure to equity administration tools or Total Rewards systems.
  • Experience supporting HR systems in a large, project-driven workforce environment.
  • Experience in large-scale organizations with complex compensation structures.
  • Experience with Prevailing Wage and IRA (Inflation Reduction Act) considerations.
  • Familiarity with Agile practices and tools such as Jira (or similar backlog management tools).