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Remote Compensation Analyst Jobs in Philadelphia, PA

TEEMA Group

Claims - Workers' Compensation

Philadelphia, PA · Remote

$33.50 - $45.50/hr

The position requires strong analytical judgment, excellent communication skills, and consistent ... Hybrid (combination of in-office and remote work) * Office Presence: Regular, timely attendance in ...

TEEMA Group

Claims - Workers' Compensation

Philadelphia, PA · Remote

$33.50 - $45.50/hr

The position requires strong analytical judgment, excellent communication skills, and consistent ... Hybrid (combination of in-office and remote work) * Office Presence: Regular, timely attendance in ...

Mondo

Epic Analyst

Middle City West, PA · Remote

$90K - $100K/yr

Epic Analyst - Level I, Remote (EST/CST). Start date is Mid-to-Late August for this permanent ... Permanent Compensation Range: $90,000-$100,000 Benefits: Eligible for Health, Dental, Vision, and ...

Mondo

Technical Analyst

Glenside, PA · Remote

$23 - $25/hr

ASAP Duration: 6-month contract (potential to extend or hire) Compensation Range: $23-$25/hour on ... Perform on-site and remote installation, maintenance, troubleshooting, and repair of computers (PC ...

Compass

Pricing Analyst III - Remote

Philadelphia, PA · On-site +1

$80K - $120K/yr

Perform ad hoc analysis related to mortgage insurance pricing, CRT portfolio analysis and ... Competitive Compensation :anticipated base salary from $80,000 to $120,000 based on skills and ...

Mondo

QA Analyst

Fort Washington, PA · Remote

$50 - $55/hr

Job Title: QA Analyst Location-Type: Hybrid onsite in Fort Washington, PA, 2 days onsite / 3 days ... remote (local candidates only) Start Date: ASAP Duration: 6 month (Potential to hire) Compensation ...

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Remote Compensation Analyst information

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How much do remote compensation analyst jobs pay per hour?

As of Aug 29, 2026, the average hourly pay for remote compensation analyst in Philadelphia, PA is $37.08, according to ZipRecruiter salary data. Most workers in this role earn between $29.71 and $42.07 per hour, depending on experience, location, and employer.

What is a remote compensation analyst?

A Remote Compensation Analyst is a human resources professional who specializes in evaluating and managing employee compensation programs, such as salaries, bonuses, and benefits, while working from a remote location. They analyze market data, ensure pay equity, and develop compensation strategies to attract and retain talent. Remote Compensation Analysts may collaborate with HR teams, managers, and executives virtually to align compensation practices with organizational goals and compliance requirements.

What does a remote compensation analyst do?

As remote compensation analyst, you work from home to provide support for client compensation programs. Compensation programs are used by companies to offer salaries and benefits to employees. Your responsibilities cover topics like sales compensation, incentive plans, base pay, executive compensation plans, performance management, equity programs, job families, career ladders, and related information. Your duties are to use models to review current financial trends, provide analysis of results to predict future salary trends, help develop an appropriate program, and prepare an approval statement for an employee. Compensation analysts coordinate with upper management from different departments.

What are the key skills and qualifications needed to thrive as a remote compensation analyst, and why are they important?

To thrive as a Remote Compensation Analyst, you need strong analytical abilities, a solid understanding of compensation principles, and typically a degree in human resources, business, or finance. Familiarity with HRIS systems, advanced Excel skills, and knowledge of compensation survey tools like Mercer or Radford are commonly required. Attention to detail, effective communication, and the ability to work independently are standout soft skills in this remote role. These competencies ensure accurate compensation analysis, compliance, and support for organizational pay strategies from a remote environment.

How does a remote compensation analyst typically collaborate with HR and management teams to ensure competitive and equitable pay structures?

As a remote Compensation Analyst, collaboration with HR and management teams is primarily achieved through virtual meetings, data sharing platforms, and regular communication via email or chat. Analysts work closely with HR to analyze market data, review internal pay practices, and develop recommendations for salary adjustments or incentive plans. They often present findings to management and provide expert guidance on compensation strategy, ensuring alignment with organizational goals and industry standards. Effective collaboration relies on strong communication skills and proficiency with digital tools to bridge the distance and maintain alignment across teams.

What is the difference between Remote Compensation Analyst vs Remote HR Specialist?

AspectRemote Compensation AnalystRemote HR Specialist
Required CredentialsBachelor's in HR, Business, or related field; Compensation certifications (e.g., CCP)Bachelor's in HR, Business, or related field; HR certifications (e.g., PHR, SHRM-CP)
Work EnvironmentData analysis, compensation planning, policy developmentEmployee relations, recruitment, onboarding, HR administration
Employer & Industry UsageUsed in finance, tech, healthcare for pay structure managementUsed across industries for general HR functions
Search & Comparison IntentFocuses on pay structures, benefits, and compensation strategiesBroader HR responsibilities including employee management

The main difference is that a Remote Compensation Analyst specializes in analyzing and developing compensation strategies, while a Remote HR Specialist handles broader HR functions like recruitment and employee relations. Both roles require HR-related credentials but focus on different aspects of human resources.

Are remote compensation analysts in demand?

Remote compensation analysts are in demand due to the increasing need for organizations to manage employee pay structures and benefits remotely. Skills in data analysis, compensation software, and industry regulations enhance job prospects in this field.
More about Remote Compensation Analyst jobs

What are the most commonly searched types of Compensation Analyst jobs in Philadelphia, PA?

The most popular types of Compensation Analyst jobs in Philadelphia, PA are:

What are popular job titles related to Remote Compensation Analyst jobs in Philadelphia, PA?

For Remote Compensation Analyst jobs in Philadelphia, PA, the most frequently searched job titles are:

What job categories do people searching Remote Compensation Analyst jobs in Philadelphia, PA look for?

The top searched job categories for Remote Compensation Analyst jobs in Philadelphia, PA are:

What cities near Philadelphia, PA are hiring for Remote Compensation Analyst jobs?

Cities near Philadelphia, PA with the most Remote Compensation Analyst job openings:

Remote Compensation Analyst jobs near you
Infographic showing various Remote Compensation Analyst job openings in Philadelphia, PA as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $81,798 per year, or $39.3 per hour.

Compensation Lead - Contractor

Philadelphia, PA • Remote

EXUDE HOLDINGS INC
See more jobs at EXUDE HOLDINGS INCexternal

$70 - $85/hr

Contractor

Re-posted 6 days ago

Job description

Position: Compensation Consultant
Location: Remote
Type: Contract (1099)
Compensation: $70-85 per hour

About Exude Human Capital

At Exude Human Capital, we go beyond traditional compensation consulting to build sustainable, strategic pay structures that drive business growth and talent success. We partner with small to mid-sized organizations across both nonprofit and for-profit sectors to design equitable, forward-thinking compensation strategies.

Our approach is not just about benchmarking—we help organizations think differently about compensation, ensuring pay structures align with business goals, workforce needs, market trends and most importantly, organizational culture.

We’re looking to add more Consultants (1099 Contractor) to our compensation bench that bring creativity, structure, and strategic insight to our projects. To be successful in this role, you must have experience delivering compensation consulting services to external clients as part of a consulting firm. While experience in staffing, recruiting, or internal corporate compensation is valuable, it does not provide the consulting experience required for this position.

What You’ll Do

Strategic Compensation Design & Job Architecture

  • Guide clients through job analysis and skill inventory processes, identifying and quantifying the factors that influence the internal value of their jobs; laying the foundation for job leveling. 
  • Design job architectures that create clarity in career progression, salary structures, and workforce planning.
  • Develop, refine, and implement pay structures that support organizational growth and evolving talent strategies.

Compensation Strategy & Consulting

  • Advise organizations on pay philosophies, market competitiveness, and internal equity strategies.
  • Develop innovative compensation models beyond traditional benchmarking to help organizations attract, retain, and engage talent.
  • Work across diverse client industries, particularly nonprofits and mission-driven businesses, to build sustainable total rewards programs.

Client Leadership & Process Execution

  • Walk clients through compensation strategy development and implementation, ensuring educational clarity and alignment with business priorities.
  • Provide expertise on pay transparency, compliance, and evolving compensation regulations.
  • Collaborate with HR, finance, and leadership teams to connect pay strategy with management behaviors, to ensure alignment with intended objectives.
  • 7- 10 + years working in a lead role for compensation projects.
  • 3+ years working as an external consultant around compensation / HR strategies.
  • Strategic mindset—you go beyond market data and help organizations design pay structures that support business goals.
  • Experience designing compensation frameworks, job architecture, salary bands and documented pay practices—not just benchmarking.
  • Expertise working with organizations under 500 employees, across nonprofit and for-profit sectors.
  • Strong understanding of compensation benchmarking tools and databases (i.e. PayScale, ERI, etc.)
  • A creative, analytical approach to compensation—balancing market trends, equity, and organizational priorities.
  • Strong client engagement skills—able to lead conversations, educate stakeholders, and guide decision-making.
  • An educational approach – identifying organizational behaviors that may impact client objectives, and helping clients understand how to consistently make pay decisions across a variety of scenarios
  • Knowledge of compliance, pay equity laws, and compensation best practices.
  • Ability to work on a project basis with flexible hours; ability to work with other consultants on projects of scale
  • Ability to project manage a client engagement including timelines, project scope and defined deliverables.
  • Experience working with unionized environments and collectively bargained compensation structures is preferred.

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