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Compensation Data Analytics Jobs in California (NOW HIRING)

Qvest US

Manager - Data & Analytics

Los Angeles, CA · On-site +1

US is seeking an experienced Data & Analytics Manager to join our growing data practice. In this ... compensation and selection for training, including internships, at all levels of employment.

Nvidia

Compensation Analyst

Santa Clara, CA

Advanced Analytics: Apply quantitative and qualitative analysis to identify problems, develop hypotheses, and recommend data-backed solutions for compensation programs and processes. * Data ...

Qvest US

Manager - Data & Analytics

Los Angeles, CA · On-site +1

US is seeking an experienced Data & Analytics Manager to join our growing data practice. In this ... forms of compensation and selection for training, including internships, at all levels of ...

Wsgr

Compensation Analyst

San Diego, CA · Hybrid

Work with the HRIS to evaluate and implement new Workday features for compensation; support analytics and dashboard projects requiring compensation data; ensure new configurations are accurately ...

SK hynix America

Compensation Analyst

San Jose, CA · On-site

$80K - $160K/yr

Compensation Analyst Office Location: San Jose, CA Work Model: Onsite About SK hynix America At SK ... Maintain and diagnose compensation data, pay ranges, and compensation structures, ensuring a ...

Wsgr

Compensation Analyst

San Francisco, CA · Hybrid

Work with the HRIS to evaluate and implement new Workday features for compensation; support analytics and dashboard projects requiring compensation data; ensure new configurations are accurately ...

Wsgr

Compensation Analyst

Los Angeles, CA · Hybrid

Work with the HRIS to evaluate and implement new Workday features for compensation; support analytics and dashboard projects requiring compensation data; ensure new configurations are accurately ...

Wsgr

Compensation Analyst

Palo Alto, CA · Hybrid

Work with the HRIS to evaluate and implement new Workday features for compensation; support analytics and dashboard projects requiring compensation data; ensure new configurations are accurately ...

Postman

Sales Compensation Analyst

San Francisco, CA · On-site

$160K - $180K/yr

The Opportunity We are seeking a highly analytical and detail-oriented Sales Compensation Analyst ... Your mission is to bring absolute data integrity to our compensation process. You will bridge the ...

BakeMark

08700D - 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 ...

Scripps Health

Compensation Analyst

San Diego, CA · Remote

Leveraging HRIS and compensation data, you'll provide meaningful insights that help attract, retain ... Experience in compensation, HR analytics, or human resources within a healthcare or other highly ...

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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

Sr. Manager, Compensation

Guitar Center

Westlake Village, CA

$160K - $190K/yr

Full-time

Re-posted 2 days ago

Guitar Center rating

6.0

Company rating: 6.0 out of 10

Based on 178 frontline employees who took The Breakroom Quiz

373rd of 732 rated retailers

Job description

The Senior Manager, Compensation is responsible leading the design, implementation, and management of compensation programs that support the company's business objectives, talent strategy, and total rewards philosophy. This role partners closely with HR, Finance, Systems/Technology, Legal and business leaders to ensure compensation programs are competitive, equitable, and scalable.

As a hands-on leader, the role oversees compensation planning, market benchmarking, job architecture, recognition programs, governance, and compensation analytics while managing a small team of compensation professionals.

Key Responsibilities:

1. Compensation Strategy & Management:

  • Lead the development and administration of compensation programs including base pay, incentive plans, bonuses, and recognition programs.
  • Lead and manage annual compensation planning, market benchmarking, job architecture, compensation structure, pay policies and processes to support organizational growth and deliver competitive, consistent, and scalable pay practices.
  • Partner with HR and business leaders to align compensation strategies with business goals and workforce priorities.
  • Oversee compensation vendors, systems, budgets, and related processes to ensure operational effectivenes

2. Leadership & Team Development:

  • Lead, coach, and develop a small compensation team.
  • Foster a culture of collaboration, continuous improvement, and analytical decision-making.
  • Support broader talent and total rewards initiatives through cross-functional partnership.

3. Recognition & Rewards Programs:

  • Design and manage recognition and rewards programs that support engagement and performance.
  • Develop monetary and non-monetary recognition strategies aligned with company culture and business objectives.

4. Communication & Education:

  • Develop and deliver communication materials and training resources to improve understanding of compensation and total rewards programs.
  • Simplify and improve access to compensation-related tools, resources, and processes.

5. Compliance & Governance:

  • Ensure compliance with applicable federal, state, and local compensation regulations, including FLSA and wage and hour requirements.
  • Monitor legislative and market trends impacting compensation practices.
  • Establish and maintain compensation policies, governance standards, and documentation.

6. Data Analysis & Reporting:

  • Analyze compensation data and trends to assess program effectiveness and support business decisions.
  • Prepare reports and presentations for HR and senior leadership.
  • Partner with HR and Technology teams to improve compensation data quality, reporting, and visibility.

MINIMUM REQUIREMENTS & SPECIAL ATTRIBUTES

  • Bachelor's degree in Human Resources, Business Administration, or a related field; advanced degree or certifications (e.g., CCP, CEBS, SPHR) preferred.
  • 8+ years of experience in compensation including leadership experience.
  • Strong functional knowledge of compensation strategy, market pricing, job evaluation, salary administration practices, HRIS and compensation systems.
  • Experience managing annual compensation planning and market benchmarking processes.
  • Strong analytical and problem-solving skills with advanced Excel and data analysis capabilities.
  • Strong project management, communication and stakeholder management skills.
  • Working knowledge of compensation-related laws and regulations including FLSA and wage/hour compliance.

Pay Rate: $160,000- $190,000/ annually depending on background and experience. This position is eligible to participate in our annual bonus program.

The job posting is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific employee, which is always dependent on actual experience, education, and other factors. The pay range(s) listed are provided in compliance with state specific laws. Pay ranges may be different in other locations

About Guitar Center

Guitar Center embodies the world of creativity and music by encouraging our teammates to find their own individual sound. We strive to craft lifelong musicians and make a difference in the world by enabling musicians and non-musicians alike to experience the almost indescribable happiness that comes from playing an instrument. We believe in putting our customers first, engaging with respect and integrity and fulfilling our mission with passion.

Why join us?

With a career at Guitar Center, you become part of the world's largest multichannel musical instrument retailer. Whether at our Stores, Contact Centers, Distribution Centers, or Support Center, Guitar Center employees have a common goal: to help people find their sound and fill the world with more music.

Love this gig and want to apply?

Send your resume and cover letter today along with salary expectations!

Guitar Center is an Equal Opportunity Employer and provides fair and equal employment opportunity to all employees and applicants regardless of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status or any other protected status prohibited under Federal, State, or local laws. All employment decisions are based on valid jobrelated requirements.

If you are a qualified individual with a disability or a disabled veteran and are unable or limited in your ability to use or access our website, you may request a reasonable accommodation to express interest in a specific opening. You can request reasonable accommodation by sending an email to recruiting@guitarcenter.com.

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About Guitar Center

Sourced by ZipRecruiter

The Guitar Center Company embodies the world of creativity and music by encouraging our teammates to find their own individual sound. Our mission is to develop and nurture lifelong musicians and make a difference in the world by enabling musicians and non-musicians alike to experience the joy that comes from creating music. We believe in putting our customers first, engaging with respect and integrity and fulfilling our mission with passion. The Guitar Center Company operates through several business divisions. Guitar Center is the world's largest retailer of guitars, amplifiers, drums, keyboards, recording, live sound, DJ, and lighting equipment, with more than 290 stores across the United States. 2014 marked the milestone 50th anniversary of the Guitar Center Company as the organization continues to help people make music from coast to coast.

Industry

Retail

Company size

10,000+ Employees

Headquarters location

Westlake Village, CA, US

Year founded

1964

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