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Compensation Data Analytics Jobs in Indiana (NOW HIRING)

Northwest

Sr. Compensation Analyst

Fishers, IN · On-site

$77K - $101K/yr

... data analytics, dilution, burn rate, share usage modeling, walk away value analysis, etc. * Support executive compensation disclosures (e.g., proxy/CD&A tables, equity tables) * Serve as the point of ...

Ascension

Mgr-Data Analytics

Indianapolis, IN · On-site

Data Analytics Schedule: M-F |40 hours | Full-time #InternalOps How you'll make an impact in this ... Compensation varies based on factors including, but not limited to, experience, skills, education ...

Pae

Program Analyst & Data Analytics Coordinator

Crane, IN · On-site

$93K - $99K/yr

Actual compensation may vary based on factors such as job responsibilities, education, experience, skills, internal equity, market data, applicable collective bargaining agreements, and relevant laws.

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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.

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 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.

What are popular job titles related to Compensation Data Analytics jobs in Indiana?

For Compensation Data Analytics jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Compensation Data Analytics jobs in Indiana look for?

The top searched job categories for Compensation Data Analytics jobs in Indiana are:

What cities in Indiana are hiring for Compensation Data Analytics jobs?

Cities in Indiana with the most Compensation Data Analytics job openings:

Compensation Data Analytics jobs near you

Compensation Analyst

Citizens Energy Group

Indianapolis, IN • On-site

$76K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 6 days ago

Citizens Energy Group rating

8.3

Company rating: 8.3 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

Job description

Overview
We have a career opportunity for a Compensation Analyst to join our team!
The Compensation Analyst leads the design, administration, analysis, and continuous improvement of the organization's compensation programs that promote fair, competitive, and market-informed pay practices. This position conducts market pricing, job evaluation, salary structure maintenance, compensation modeling, pay equity analysis, and reporting to ensure pay practices are competitive, equitable, compliant, and aligned with business needs. The role partners with Human Resources, Finance, and business leaders to provide data-driven insights that support talent attraction, retention, workforce planning, internal equity, and sound compensation governance.
Citizens Energy Group offers competitive salary and benefits including:
  • Health, Dental & Vision
  • Defined Benefit Pension Plan
  • 401(k) Retirement Plan with company match
  • Short-Term Incentive Plan (STIP)
  • Health Savings Account (HSA) with company contribution
  • Wellness Program
  • Adoption and tuition assistance
  • Employee Credit Union
  • PTO and Paid Holidays
  • Hybrid schedule

If you are looking for a new opportunity, we invite you to apply and talk about the possibilities of starting a rewarding new chapter of your career!
Minimum Salary: $76,700 (Grade 9)
Responsibilities
Compensation Administration, Market Pricing & Analysis
  • Leads the development and maintenance of salary structures, pay grades, ranges, and compensation guidelines.
  • Conduct market pricing using salary surveys, benchmark data, and approved compensation tools.
  • Analyze internal equity, external competitiveness, compression, span of control, and pay trends to support compensation decisions.
  • Prepare compensation recommendations for new hires, promotions, transfers, market adjustments, and retention requests.
  • Develop compensation models and cost analyses to support business planning and leadership decision-making.
  • Maintain accurate compensation documentation, rationale, and approval support for audit readiness.

Job Evaluation, Job Architecture & Classification
  • Review new, revised, and existing positions to determine appropriate job classification, grade placement, and FLSA alignment.
  • Conduct job analysis and partner with leaders to ensure job descriptions accurately reflect current duties, qualifications, and organizational needs.
  • Maintain consistent job architecture, career levels, titling standards, and compensation practices across the organization.
  • Support organizational reviews, restructures, workforce planning, and position requests by assessing compensation impacts and recommending appropriate actions.

Reporting, Analytics, Systems & Compliance
  • Develop and maintain compensation reports, dashboards, metrics, and workforce analyses.
  • Analyze compensation trends, labor market data, turnover, workforce costs, and budget impacts.
  • Support pay equity reviews, compensation audits, and regulatory compliance initiatives.
  • Monitor compensation data integrity within HRIS, compensation management systems, and related reporting tools.
  • Identify process improvements that improve accuracy, efficiency, governance, and transparency in compensation administration.

Annual Compensation Planning & Program Support
  • Support annual merit, market, incentive, and salary structure planning processes.
  • Manage Indiana's Form 100R report and Short-Term Incentive Pay Program
  • Prepare compensation planning files, employee data, leadership reports, and recommendation summaries.
  • Assist with compensation budgeting, forecasting, scenario modeling, and financial impact analysis.
  • Support recognition, incentive, and other compensation-related programs in alignment with approved guidelines.

Consultation, Communication & Stakeholder Support
  • Serve as a compensation resource for HR Business Partners, Accounting, and business leaders.
  • Explain compensation guidelines, market data, and recommendations in a clear, practical, and confidential manner.
  • Prepare presentations, communications, and decision-support materials related to compensation programs and processes.

Qualifications
  • Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, or a related field.
  • Five or more years of experience in compensation, total rewards, HR analytics, finance, or a related analytical role.
  • Experience with market pricing, compensation surveys, benchmark matching, salary structures, job evaluation, and compensation recommendations.
  • Strong analytical skills with the ability to evaluate internal equity, external competitiveness, pay trends, workforce costs, and business impacts.
  • Advanced Microsoft Excel skills, including formulas, lookups, pivot tables, data validation, and scenario analysis.
  • Experience using HRIS, compensation management systems, survey platforms, or reporting tools to maintain accurate compensation data.
  • Working knowledge of applicable compensation laws, pay equity principles, FLSA considerations, and data governance practices.
  • Ability to manage confidential information with discretion, accuracy, and sound judgment.
  • Strong written and verbal communication skills with the ability to explain compensation information clearly to HR partners and leaders.
  • Strong attention to detail, organizational skills, follow-through, willingness to collaborate, and commitment to process accuracy.

Preferred Skills/Qualifications:
  • Certified Compensation Professional (CCP) designation or progress toward certification.
  • Experience with Payfactors, MarketPay, Oracle EBS, Power BI, or similar compensation, HRIS, or analytics platforms.
  • Experience supporting utility, industrial, manufacturing, public-sector, or unionized work environments.
  • Experience supporting pay equity reviews, compensation program design, job architecture, or workforce planning initiatives.
  • Experience developing compensation dashboards, leadership reports, or data visualization tools.

Job Posting Deadline: Open until filled
Citizens is a drug-free, Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, age, color, religion, creed, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.

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