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pSemi Corporation is a Murata company driving semiconductor integration. pSemi builds on Peregrine Semiconductor’s 30-year legacy of technology advancements and strong IP portfolio but with a new mission—to enhance Murata’s world-class capabilities with high-performance semiconductors. With a strong foundation in RF integration, pSemi’s product portfolio now spans power management, connected sensors, optical transceivers, antenna tuning and RF frontends. These intelligent and efficient semiconductors enable advanced modules for smartphones, base stations, personal computers, electric vehicles, data centers, IoT devices and healthcare. From headquarters in San Diego and offices around the world, pSemi’s team explores new ways to make electronics for the connected world smaller, thinner, faster and better.

Job Summary:

pSemi is seeking a highly analytical, detail-oriented, and customer-focused Compensation Analyst to support the planning, design, administration, and continuous improvement of our global compensation programs. This role is under the direction of the Director, Global Total Rewards & HR Systems, and will partner closely with HR Business Partners, Talent Acquisition, Finance, and business leaders to ensure compensation practices are competitive, equitable, compliant, and aligned with business objectives.

The Compensation Analyst will be responsible for compensation analysis, salary administration, job evaluation, market pricing, annual compensation cycles, incentive plan administration, and international compensation support across pSemi's global locations. The ideal candidate combines strong critical thinking capabilities with the ability to effectively communicate with leaders and employees, and efficiently operate in a fast-paced, hi-tech working environment.

Roles & Responsibilities

Compensation Programs & Administration

• Administer and support global compensation programs, including base salary, annual incentive plans and equity programs.
• Create and regularly update pay ranges and pay grades.
• Evaluate new and existing positions and recommend appropriate job levels, salary structures, and pay ranges.
• Review and audit compensation recommendations for promotions, transfers, new hires, and other compensation-related changes.
• Ensure compensation programs align with company philosophy, business strategy, and budget guidelines.

Annual Compensation Processes

• Lead and support annual compensation planning activities partnering closely with the HR Business Partners, including merit increases, market adjustments, and bonus planning.
• Prepare compensation modeling, cost analyses, and executive reporting for annual planning cycles.
• Develop manager training materials, communications, and reporting to support compensation cycles.

Market Pricing & Analytics

• Participate in compensation surveys and maintain survey submissions across semiconductor and technology markets.
• Conduct market pricing analyses using survey data and industry benchmarks.
• Analyze compensation trends, emerging market practices, and talent market dynamics within the semiconductor industry.
• Develop dashboards, reports, and insights to support compensation decision-making.

Global Compensation Support

• Support compensation programs and practices across international locations, ensuring alignment with local market conditions and regulatory requirements.
• Partner with regional HR teams and external consultants on market assessments, salary structures, and compensation initiatives.
• Assist with international mobility and expatriate compensation analyses as needed.
• Support compliance with local pay transparency, pay equity, and labor regulations.

Job Architecture & Governance

• Partner with HR Business Partner team to maintain job descriptions, job families, career frameworks, and leveling methodologies.
• Conduct job evaluations, job benchmarking, and desk audits.

Compliance & Reporting

• Ensure compliance with applicable federal, state, and international compensation regulations.
• Support pay equity analyses and compensation audits.
• Maintain compensation documentation, policies, procedures, and data integrity within HR systems.
• Prepare reports and presentations for HR leadership, Finance, and executive stakeholders.

Minimum Qualifications (Experience and Skills)

• Typically requires 5+ years of U.S. compensation administration experience depending on education level and experience.
• Critical thinking, strong analytical and problem-solving skills, ability to analyze and distill data and feedback from varying sources, identify trends, and communicate recommendations.
• Experience with a variety of compensation vehicles and programs including merit increases, bonus programs and equity compensation.
• Advanced MS Office skills (Expert level Excel proficiency to include using pivot tables, filters, v-look ups, x-look ups, nested tables, macros, and formulas).

• Extensive knowledge of human resource laws, regulations and best practices.

• Proven experience managing and using various compensation management tools/platforms and market data sources.
• Ability to work independently and lead initiatives as required, demonstrating effective project management skills, with strong sense of urgency and the ability to meet tight deadlines.
• The ability to pay close attention to detail, self-audit work, and collaborate with the HR team and business partners to meet requests.
• Strong communication and stakeholder management skills.

Preferred Qualifications

• Certified Compensation Professional (CCP)
• Experience with SuccessFactors, DayForce or similar HRIS platforms.
• Experience with SuccessFactors Compensation module.
• Experience supporting global compensation programs across North America, Europe, and/or Asia.
• Experience with semiconductor industry compensation practices and engineering talent markets.
• Experience working with compensation survey providers such as Radford, WTW, or ERI.

Education Requirements

• Bachelor's degree or equivalent in business, human resources or related field

Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. This position requires the ability to occasionally lift office products and supplies, up to 20 pounds.

USD 103,074.77 - 134,004.62 per year

pSemi Corporation supports a diverse workforce and is committed to a policy of equal employment opportunity for applicants and employees. pSemi does not discriminate on the basis of age, race, color, religion (including religious dress and grooming practices), sex/gender (including pregnancy, childbirth, or related medical conditions or breastfeeding), gender identity, gender expression, genetic information, national origin (including language use restrictions and possession of a driver’s license issued under Vehicle Code section 12801.9), ancestry, physical or mental disability, legally-protected medical condition, military or veteran status (including “protected veterans” under applicable affirmative action laws), marital status, sexual orientation, or any other basis protected by local, state or federal laws applicable to the Company. pSemi also prohibits discrimination based on the perception that an employee or applicant has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.
Note: The Peregrine Semiconductor name, Peregrine Semiconductor logo and UltraCMOS are registered trademarks and the pSemi name, pSemi logo, HaRP and DuNE are trademarks of pSemi Corporation in the U.S. and other countries. All other trademarks are the property of their respective companies. pSemi products are protected under one or more of the following U.S. Patents: http://patents.psemi.com