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Compensation Analyst Jobs in Pflugerville, TX (NOW HIRING)

Saronic Technologies

Senior Compensation Analyst

Austin, TX · On-site

$82K - $107K/yr

Compensation Analyst/Consultant will support the design, implementation, and administration of compensation programs that attract and retain talent across the company. You will contribute to this ...

ROLLER

GTM Compensation Analyst

Austin, TX · On-site

... analysis now, with scope to broaden into wider compensation (bonus, equity, and benefits) as ROLLER scales. Why You Want To Work With Us! Loved by Customers - ROLLER is consistently highly rated on ...

ROLLER

GTM Compensation Analyst

Austin, TX · On-site

... analysis now, with scope to broaden into wider compensation (bonus, equity, and benefits) as ROLLER scales. Why You Want To Work With Us! Loved by Customers - ROLLER is consistently highly rated on ...

ROLLER

GTM Compensation Analyst

Austin, TX · On-site

... with hands-on analysis now, with scope to broaden into wider compensation (bonus, equity, and benefits) as ROLLER scales. Why You Want To Work With Us! ???? Loved by Customers - ROLLER is ...

Amat

Compensation Solutions Analyst V

Austin, TX · On-site +1

$140K - $192K/yr

Compensation Analyst Location: Santa Clara, CA or Austin, TX (Onsite) Applied Materials is the leader in materials engineering solutions used to produce virtually every new chip and advanced display ...

Acrisure

Senior Sales Compensation Analyst

Austin, TX · On-site

$107K - $145K/yr

Bachelor's degree preferred, Business, Accounting, Finance, or Analytics. Pay Details: The base compensation range for this position is $107,000 - $145,000. This range reflects Acrisure's good faith ...

TriNet

Workers Compensation Pricing Analyst

Austin, TX · On-site +1

$63K - $107K/yr

A Brief Overview The Workers Compensation Pricing Analyst is responsible for evaluating or assessing the business submitted by identifying, selecting and assessing risk to determine adequate pricing.

TriNet

Workers Compensation Pricing Analyst

Austin, TX · On-site +1

$63K - $107K/yr

A Brief Overview The Workers Compensation Pricing Analyst is responsible for evaluating or assessing the business submitted by identifying, selecting and assessing risk to determine adequate pricing.

TriNet

Workers Compensation Pricing Analyst

Austin, TX · On-site

$63K - $107K/yr

A Brief Overview The Workers Compensation Pricing Analyst is responsible for evaluating or assessing the business submitted by identifying, selecting and assessing risk to determine adequate pricing.

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Compensation Analyst information

See Pflugerville, TX salary details

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How much do compensation analyst jobs pay per hour?

As of Sep 4, 2026, the average hourly pay for compensation analyst in Pflugerville, TX is $36.65, according to ZipRecruiter salary data. Most workers in this role earn between $29.38 and $41.59 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 Pflugerville, TX?

The most popular types of Compensation Analyst jobs in Pflugerville, TX are:

What are popular job titles related to Compensation Analyst jobs in Pflugerville, TX?

For Compensation Analyst jobs in Pflugerville, TX, the most frequently searched job titles are:

What cities near Pflugerville, TX are hiring for Compensation Analyst jobs?

Cities near Pflugerville, TX with the most Compensation Analyst job openings:

Compensation Analyst jobs near you
Infographic showing various Compensation Analyst job openings in Pflugerville, TX as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $76,240 per year, or $36.7 per hour.

Senior Compensation Analyst

Saronic Technologies

Austin, TX • On-site

$82K - $107K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 20 days ago

Job description

Saronic Technologies is a leader in revolutionizing autonomy at sea, dedicated to developing state-of-the-art solutions that enhance maritime operations through autonomous and intelligent platforms.
Job Overview
Reporting to the Director of Total Rewards, the Sr.Compensation Analyst/Consultant will support the design, implementation, and administration of compensation programs that attract and retain talent across the company. You will contribute to this work by analyzing market data, ensuring compliance with global compensation regulations, and managing the day-to-day compensation programs that keep the People team running - including partnering closely with People Business Partners, managing survey submissions, and maintaining the company's pay band architecture. Your expertise will help support the company's growth and scale while fostering a competitive and fair compensation structure across both domestic and international markets.
Responsibilities
  • Compensation Strategy & Design: Support the Director of Total Rewards in
    developing and refining compensation strategies that align with company
    goals, industry benchmarks, and talent needs. Help ensure that
    compensation packages are competitive and equitable across the
    organization, both domestically and internationally.
  • People Team Support: Serve as a partner to the People Business Partner,
    People Operations, and Recruiting teams, supporting them on offers,
    promotions, internal transfers, off-cycle adjustments, and employee-
    specific pay questions. Build the recurring cadence, tooling, and self-service
    guidance that allow these teams to resolve routine compensation questions
    independently and escalate complex cases with the right context.
  • Program Management: Serve as project owner for recurring
    compensation programs, including the annual merit and equity review, as
    well as ad hoc programs such as periodic promotion review cycles. Build
    the timeline, coordinate inputs from People, Finance, and Payroll, prepare
    manager-facing tools and guidance, and keep stakeholders on track
    through each cycle.
  • Non-Exempt Compensation Design & Policy: Help design, document, and
    maintain compensation programs and policies for the company's non-
    exempt/hourly workforce, including shift differentials, premium and on-
    call pay, overtime practices, and pay-for-skills or certification premiums.
    Partner with Legal, Payroll, and Operations to ensure programs are
    compliant with FLSA and applicable state wage and hour requirements,
    and are administrable at scale across sites.
  • Benchmarking & Pay Bands: Manage the compensation survey cycle day to
    day - data submissions, job matching and leveling, validation, and ad hoc
    benchmarking requests. Use that data to build and recommend new pay
    bands in Pave and maintain existing ones against market movement,
    geographic differentials, and internal equity, and to document methodology
    and range placement guidance the People team can apply consistently.
  • Continuous Improvement: Monitor and evaluate the effectiveness of
    compensation programs, making recommendations for adjustments and
    improvements. Stay informed about trends in compensation, equity plans,
    and HR technology to bring innovative solutions to the company.

Qualifications
  • Bachelor's degree in Human Resources, Business Administration, Finance,
    or a related field. A Master's degree or professional certifications (e.g., CCP,
    GRP) is a plus.
  • 5+ years of experience in compensation, preferably with experience with a
    non-exempt/hourly workforce.
  • Proven experience designing and implementing compensation programs in
    a startup or high-growth environment.
  • Deep knowledge of compensation principles, job evaluation, salary
  • benchmarking, and equity compensation programs (stock options, RSUs,
    ESPPs, etc.).
  • Strong analytical skills with the ability to interpret compensation data and
    present insights to leadership.
  • Experience with compensation management software (e.g., Pave) and
  • Workday HRIS is a plus.
  • Ability to manage multiple priorities in a fast-paced, evolving environment.
  • Excellent communication, negotiation, and interpersonal skills with the
    ability to collaborate across teams.

Physical Demands
  • Prolonged periods of sitting at a desk and working on a computer
  • Occasional standing and walking within the office
  • Manual dexterity to operate a computer keyboard, mouse, and other office equipment
  • Visual acuity to read screens, documents, and reports
  • Occasional reaching, bending, or stooping to access file drawers, cabinets, or office supplies
  • Lifting and carrying items up to 20 pounds occasionally (e.g., office supplies, packages)

Benefits
Medical Insurance: Comprehensive health insurance plans covering a range of services
Saronic pays 100% of the premium for employees and 80% for dependents
Dental and Vision Insurance: Coverage for routine dental check-ups, orthodontics, and vision care
Saronic pays 100% of the premium under the basic plan for employees and 80% for dependents
Time Off: Generous PTO and Holidays
Parental Leave: Paid maternity and paternity leave to support new parents
Competitive Salary: Industry-standard salaries with opportunities for performance-based bonuses
Retirement Plan: 401(k) plan with company match
Stock Options: Equity options to give employees a stake in the company's success
Life and Disability Insurance: Basic life insurance and short- and long-term disability coverage
Pet Insurance: Discounted pet insurance options including 24/7 Telehealth helpline
Additional Perks: Free lunch benefit and unlimited free drinks and snacks in the office
Saronic CCPA Notice for Candidates and California Employees
If this role is based in the United States, it requires access to export-controlled information or items that require "U.S. Person" status. As defined by U.S. law, individuals who are any one of the following are considered to be a "U.S. Person": (1) U.S. citizens, (2) legal permanent residents (a.k.a. green card holders), and (3) certain protected classes of asylees and refugees, as defined in 8 U.S.C. 1324b(a)(3).
Saronic does not discriminate on the basis of race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities and benefits. We are also committed to providing reasonable accommodations for qualified individuals with disabilities.

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