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Compensation Data Analytics Jobs in California (NOW HIRING)

Lifelong Learning

Compensation Analyst

Lancaster, CA · On-site

$70K - $91K/yr

Learn more about us at How You Will Make an Impact The Compensation Analyst will be responsible for ... Bachelor's degree in Human Resources, Data Analytics, or a related field, or 2 years of equivalent ...

EMPRO US

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Compensation Analyst

Pico Rivera, CA · On-site

$72K - $80K/yr

Maintain and audit compensation data within HRIS systems to ensure accuracy and compliance * Prepare reports and dashboards on compensation trends, labor costs, and workforce analytics

FLAG Solutions LLC

Compensation Analyst

Pico Rivera, CA · On-site

$34 - $38/hr

Maintain and audit compensation data within HRIS systems to ensure accuracy and compliance * Prepare reports and dashboards on compensation trends, labor costs, and workforce analytics Qualifications

Wynd Technologies, Inc

Compensation Analyst

Portola, CA · On-site

Analyze compensation data to assess market competitiveness and internal equity. * Prepare benchmarking reports and recommendations for base salary, incentive plans, and total rewards. Job Evaluation ...

Travel + Leisure Co.

Compensation Analyst

Portola, CA · On-site

Analyze compensation data to assess market competitiveness and internal equity. * Prepare benchmarking reports and recommendations for base salary, incentive plans, and total rewards. Job Evaluation ...

Pacificlife

Compensation Analyst II

Newport Beach, CA · Hybrid

Deliver reporting, analytics, market data support, and project execution that enable informed compensation decisions, drive process improvements, and support key compensation initiatives, including ...

Adventist Health

Compensation Analyst

Roseville, CA · On-site

$78K - $116K/yr

Audits compensation data to ensure accuracy of input according to compensation changes. * Makes ... Completes annual wage compensation survey and completes annual wage administration cost analysis.

Adventist Health

Compensation Analyst

Roseville, CA · On-site

Audits compensation data to ensure accuracy of input according to compensation changes. * Makes ... Completes annual wage compensation survey and completes annual wage administration cost analysis.

BakeMark

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Compensation Specialist

Pico Rivera, CA · On-site

$72K - $80K/yr

Analyze compensation data across multiple locations, including manufacturing plants, distribution centers, and corporate functions. * Provide monthly reporting on Sales Subsidy to Commission Gap ...

Retailcloud

Data Analytics Intern

Concord, CA · On-site

$60K - $70K/yr

The ideal candidate will have 1-3 years experience in a prior data analytics role. This role will ... Compensation: Base salary of $60,000-$70,000 with PTO and full medical benefits

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Compensation Data Analytics information

What is compensation data analytics?

Compensation data analytics is the process of collecting, analyzing, and interpreting data related to employee compensation, such as salaries, bonuses, and benefits. This field helps organizations make informed decisions about pay structures, ensure competitive and equitable compensation, and comply with legal requirements. By leveraging data analytics, companies can identify trends, address pay disparities, and optimize their compensation strategies to attract and retain top talent.

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

To thrive as a Compensation Data Analytics professional, you need strong analytical skills, a solid understanding of compensation structures, and a degree in fields like HR, finance, or statistics. Familiarity with HR information systems (HRIS), data visualization tools like Tableau or Power BI, and proficiency in Excel or statistical software such as R or Python are commonly required. Attention to detail, problem-solving abilities, and effective communication skills help you translate complex data into actionable insights for stakeholders. These skills ensure accurate, data-driven compensation strategies that support organizational goals and fair employee practices.

What is the difference between Compensation Data Analytics vs Compensation Analyst?

AspectCompensation Data AnalyticsCompensation Analyst
CredentialsDegree in HR, Business, or Data Analytics; often certifications in data analysisDegree in HR, Business, or related field; HR certifications common
Work EnvironmentData-focused, analytical tasks, often in HR or compensation departmentsHR teams, compensation planning, employee benefits
Industry UsageUsed across industries for data-driven compensation strategiesPrimarily in HR and compensation departments within various industries
Search & Comparison IntentFocus on data analysis skills and tools for compensation dataFocus on salary structures, benefits, and employee compensation policies

Compensation Data Analytics involves analyzing large datasets to inform compensation strategies, requiring strong data skills. Compensation Analysts focus on designing and managing salary structures and benefits. Both roles collaborate but differ mainly in their focus—data analysis versus policy implementation.

Is data analytics a high paying job?

Data analytics roles, including Compensation Data Analytics, are generally considered well-paying careers, especially for those with strong skills in statistical analysis, data visualization, and tools like Excel or SQL. Salaries tend to increase with experience, certifications, and advanced skills such as machine learning or programming languages like Python. Overall, data analytics is regarded as a lucrative field within the broader data and technology sectors.

How does a Compensation Data Analytics professional typically collaborate with HR and business leaders to inform pay decisions?

Compensation Data Analytics professionals work closely with HR teams and business leaders by providing data-driven insights that guide salary structures, incentive plans, and pay equity initiatives. They interpret data from salary surveys, internal pay records, and market trends, translating complex analyses into actionable recommendations. Regular meetings and presentations are common, ensuring that stakeholders understand compensation trends and can make informed decisions that support organizational goals. Effective communication and collaboration are key, as these professionals often bridge the gap between technical analytics and strategic HR planning.
What are popular job titles related to Compensation Data Analytics jobs in California? For Compensation Data Analytics jobs in California, the most frequently searched job titles are:
What job categories do people searching Compensation Data Analytics jobs in California look for? The top searched job categories for Compensation Data Analytics jobs in California are:
What cities in California are hiring for Compensation Data Analytics jobs? Cities in California with the most Compensation Data Analytics job openings:
Compensation Data Analytics jobs near you

Compensation Analyst

Lifelong Learning

Lancaster, CA • On-site

$70K - $91K/yr

Full-time

Posted 24 days ago

Job description

LIFELONG LEARNING ADMINISTRATION CORPORATION
Full Time, Monday - Friday
This position offers a hybrid work arrangement, with on-site responsibilities determined according to program and site needs.
The Lifelong Learning Advantage
At Lifelong Learning, our mission is to support our client schools so they can concentrate on improving educational outcomes and student success. We continue to be a strong, positive force, pioneering the way education is delivered to all students.
Learn more about us at https://llac.org/
How You Will Make an Impact
The Compensation Analyst will be responsible for analyzing compensation data using market data and internal benchmarks, support the development and administration of compensation policies and programs; conduct job audits, job description developments and updates, job classifications to ensure compliance with regulatory standards, and salary grade assignments; support HRIS integration and updates related to compensation systems and tools. The position reports directly to the Director, People Services or their designee.
RESPONSIBILITIES/DUTIES This job description is intended to accurately reflect the duties, responsibilities, and requirements of the position. It is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills, or working conditions associated with this classification. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job.
Data Analysis & Reporting
  • Collect, perform market pricing analysis for job evaluation and support annual compensation reviews.
  • Prepare cost-benefit analyses to support decision-making.
  • Lead the development and enhancement of compensation reports, resources, and tools to proactively support and inform compensation program decisions.
  • Participate in compensation surveys and analyze results.

Compensation Administration and Compliance
  • Review and respond to compensation-related inquiries and transactions.
  • Perform FLSA exemption evaluations and revise job descriptions as needed.
  • Maintain accurate and up-to-date compensation data in the HRIS.
  • Recommend actions based on regulatory updates and market trends.
  • Conduct audits to ensure accuracy and compliance with compensation practices.
  • Ensure compliance with organizational compensation policies and regulatory guidelines (federal, state, and local).
  • Support the evaluation and implementation of new compensation initiatives.
  • Monitor minimum wage laws and provide impact analysis.

Job Classification & Evaluation
  • Evaluate new and existing job titles, including reclassifications.
  • Conduct job audits and create accurate job descriptions.
  • Configure job families, tracks, and classification systems.

Collaboration and Support
  • Collaborate with the department People Services Leadership to implement compensation and incentive programs.
  • Serve as the point of contact for Talent Acquisition/Recruiting, responding to inquiries and supporting the drive to streamline internal equity evaluation practices.
  • Lead or assist in upgrades and enhancements to compensation-related and job descriptions and databases.
  • Support special projects and cross-functional HR initiatives.
  • Perform administrative duties, responsibilities, and activities as assigned, which may be changed or modified from time to time.

KNOWLEDGE, SKILLS, ABILITIES
  • Knowledge of compensation best practices, wage regulations, and equity standards.
  • Ability to interpret data, perform computations, explain mathematical rules and equations used for data analysis.
  • Ability to troubleshoot when it comes to discrepancies or errors in compensation data or processes.
  • Ability to explain complex compensation concepts clearly to non-experts and to effectively communicate compensation changes or policies to employees.
  • Ability to maintain confidentiality and handle sensitive compensation data responsibly.
  • Strong organizational skills to track and maintain compensation records, classification records, deadlines, and process workflows.

MINIMUM QUALIFICATIONS
  • Bachelor's degree in Human Resources, Data Analytics, or a related field, or 2 years of equivalent work experience demonstrating the required knowledge, skills, and abilities in the discipline.
  • 3 years of experience as a compensation analyst.
  • Experience in job analysis, job description development, and job classification standards.
  • Experience and proficient in interpreting large sets of compensation data, trends, and performance metrics.
  • Advance level of skills in MS Office (Word, Excel, PowerPoint, Outlook) and other technology applications.
  • Ability to perform job duties with minimal supervision, dependability, high quality, and quantity is required.
  • Ability to travel in performance of job duties is required.

PHYSICAL REQUIREMENTS
  • Vision: Ability to read small prints and view a computer screen for prolonged periods, prepare, or inspect documents and operate office equipment.
  • Hearing: Ability to hear average or typical conversations and receive ordinary information.
  • Speech: Ability to be understood in face-to-face communication, in person or remote, to speak with a level of proficiency and volume to be understood over a telephone or computer.
  • Mental Demands: Ability to read, write, understand, interpret, and apply information at a moderately complex level essential for successful job performance; math skills at a high school proficiency level; judgement and the ability to process information quickly; learn quickly and follow verbal procedures and standards; give verbal instruction; rank tasks in order of importance; copy, compare, compile and coordinate information and records. Frequent multi-tasking, changing of task priorities, and repetitious exacting work. Understand how to manage stress in a high workflow management, high project coordination, and medium people engagement.
  • Upper Body Mobility: Ability to use fingers to make small movements such as typing, picking up small objects, or pinching fingers together, use hands to grasp, and manipulate small objects; twist and bend at wrist and elbow; extend arms to reach outward and upward; use hands and arms to lift objects; turn, raise, and lower head.
  • Strength: Ability to lift, carry, push, and pull objects weighing up to 10 pounds.
  • Environmental Requirements: Ability to encounter constant work interruptions; work cooperatively with others; work independently; work indoors. Prolonged period sitting at a desk and working on a computer. Work in a low to moderate noise environment with frequent deadline pressures.

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