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Senior Compensation Analyst Jobs in Kansas (NOW HIRING)

Panera Bread

Sr Manager, Compensation

Newton, KS · On-site

Sr Manager, Compensation Location: Newton, MA (Hybrid) Reports To: Director, Compensation Job ... The position is responsible for incentive plan design and administration, compensation analytics ...

SelectQuote, Inc.

Sr. Financial Analyst

Leawood, KS

$95K - $110K/yr

... compensation plans Skills/Abilities: Strong desire to learn and gain valuable experience in ... The Senior Financial Analyst will work with business partners to provide business insights and ...

Koch Industries

Senior Accounting Analyst

Wichita, KS · On-site

$74K - $93K/yr

Within KAES, the role of a Senior Accounting Analyst has evolved to go beyond traditional ... Any compensation range provided for a role is an estimate determined by available market data. The ...

ISG Technology

Senior Financial Analyst

Overland Park, KS · On-site

$80K - $100K/yr

Compensation Plan Strategy, Design, Communication * Reporting and Analysis * Budgets * Pricing / Investment Analysis * Standard Costs Maintenance / Updates Job Summary: As a Senior Financial Analyst ...

ISG Technology

Senior Financial Analyst

Overland Park, KS · On-site

$80K - $100K/yr

Compensation Plan Strategy, Design, Communication * Reporting and Analysis * Budgets * Pricing / Investment Analysis * Standard Costs Maintenance / Updates Job Summary: As a Senior Financial Analyst ...

ISG Technology

Senior Financial Analyst

Overland Park, KS · On-site

$80K - $100K/yr

Compensation Plan Strategy, Design, Communication * Reporting and Analysis * Budgets * Pricing / Investment Analysis * Standard Costs Maintenance / Updates Job Summary: As a Senior Financial Analyst ...

Koch Industries

Senior Analyst

Wichita, KS · On-site

$78K - $104K/yr

Your Job Flint Hills Resources (FHR) is seeking a motivated, self-driven Senior Analyst to join our ... Any compensation range provided for a role is an estimate determined by available market data. The ...

Huhtamäki

Sr Analyst, Cap Projects

De Soto, KS · On-site

$82K - $102K/yr

Join Huhtamaki as a Capital Projects Sr. Analyst! Are you passionate about driving impactful ... Competitive compensation and comprehensive benefits * Flexible, collaborative office environment

Huhtamaki

Sr Analyst, Cap Projects

De Soto, KS · On-site

$82K - $102K/yr

Join Huhtamaki as a Capital Projects Sr. Analyst! Are you passionate about driving impactful ... Competitive compensation and comprehensive benefits * Flexible, collaborative office environment

T-Mobile

Sr. Analyst, Commissions

Overland Park, KS · On-site

$64K - $115K/yr

All team members receive a competitive base salary and compensation package - this is Total Rewards ... Job Overview The Sr Analyst, Commissions is a subject matter expert within Commission Operations ...

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All JobsCompensation Analyst JobsSenior Compensation Analyst JobsSenior Compensation Analyst Jobs in Kansas

Senior Compensation Analyst information

See Kansas salary details

$51.7K

$86.2K

$118.6K

How much do senior compensation analyst jobs pay per year?

As of Aug 18, 2026, the average yearly pay for senior compensation analyst in Kansas is $86,185.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,000.00 and $96,300.00 per year, depending on experience, location, and employer.

What does a senior compensation analyst do?

A senior compensation analyst performs a variety of technical and administrative duties as a member of the human resources (HR) department. In this career, your responsibilities are to determine the level of pay for each position or job classification at your organization. You review new employee jobs at the company or institution to ensure that the benefits and salary align with the position’s rankings, as well as make corrections to job postings to ensure salary information is accurate. To make these determinations, you need to be able to perform internal and external research to identify the compensation of similar positions at other institutions as well as at your organization.

What does a senior compensation analyst do?

A Senior Compensation Analyst is responsible for developing, implementing, and evaluating compensation programs and policies within an organization. They analyze market data and internal information to ensure the company's pay practices are competitive and equitable. Their work often includes salary benchmarking, job evaluations, and providing guidance on pay decisions to HR and management. Senior Compensation Analysts also ensure that compensation practices comply with legal requirements and support the organization's strategic objectives.

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

To thrive as a Senior Compensation Analyst, you need strong analytical abilities, advanced Excel skills, and a solid understanding of compensation principles, often supported by a degree in human resources, finance, or a related field. Familiarity with HRIS platforms, compensation management software, and certifications such as CCP (Certified Compensation Professional) are highly valued. Excellent communication, attention to detail, and problem-solving skills help you present findings clearly and collaborate with stakeholders. These skills and qualifications ensure accurate compensation analysis, informed decision-making, and the development of competitive pay strategies that support organizational goals.

How does a senior compensation analyst typically collaborate with HR and business leaders to influence compensation decisions?

As a Senior Compensation Analyst, you frequently partner with HR business partners and department leaders to analyze market data, review internal pay equity, and develop compensation strategies that support organizational goals. This collaborative process often involves providing insights on salary trends, participating in job evaluations, and recommending adjustments to ensure competitiveness and compliance. By serving as a subject matter expert, you help guide leaders through compensation planning cycles and support them in making data-driven decisions that align with company objectives.

What is the difference between Senior Compensation Analyst vs Compensation Analyst?

AspectSenior Compensation AnalystCompensation Analyst
Required CredentialsBachelor's degree, often some certifications (e.g., CCP)Bachelor's degree, entry-level certifications
Work EnvironmentMore strategic, involved in policy developmentOperational, data analysis, and administration
Employer & Industry UsageUsed in larger organizations with complex pay structuresCommon in various industries, entry-level roles
Search & Comparison IntentLooking for experienced roles with strategic responsibilitiesEntry-level or mid-level roles focusing on data and administration

The main difference between a Senior Compensation Analyst and a Compensation Analyst lies in experience, responsibilities, and strategic involvement. Senior Compensation Analysts typically handle more complex projects, develop compensation policies, and have more experience and certifications. Compensation Analysts focus on data collection, analysis, and supporting compensation programs. Both roles are essential in HR departments, but the senior role involves higher-level decision-making and strategic planning.

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Senior Compensation Analyst jobs near you
Infographic showing various Senior Compensation Analyst job openings in Kansas as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, 1% Temporary, and 4% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $86,185 per year, or $41.4 per hour.

Sr Compensation Specialist - HR

Ascend Learning

Leawood, KS • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 16 days ago

Ascend Learning rating

8.7

Company rating: 8.7 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

11th of 223 rated education and training

Job description

We Impact Lives Through Purpose-Driven Work in A People First Culture
Ascend Learning, a leading healthcare and learning technology company, is the connection between a powerful portfolio of brands serving students, educators, and employers with outcomes-based, data-driven solutions across the lifecycle of learning. From testing to certification, Ascend Learning products are used by physicians, emergency medical professionals, nurses, allied health professionals, certified personal trainers, financial advisors, skilled trades professionals and insurance brokers.
Headquartered in Burlington, MA, with additional office locations and hybrid and remote workers in cities across the U.S., Ascend Learning was recognized by Newsweek and Plant-A Insights Group as one of America's 2025 Greatest Workplaces as well as America's Best Places to work for Mental Well-Being for 2025.
We're always looking for talented, passionate professionals to join us in our mission to help change lives. If this sounds like an environment where you'd thrive, read on to learn more.
WHAT YOU'LL DO
Ascend Learning is hiring a Senior Compensation Analyst join our dynamic People team, reporting to the Vice President, Total Rewards. This role is instrumental in delivering compensation programs that attract, retain, and motivate top talent. The ideal candidate will bring strong analytical capabilities, compensation program administration experience, and a collaborative mindset to ensure our programs are competitive, equitable, and aligned with business goals. This role offers the opportunity to partner on compensation program delivery across the organization in support of strategic talent outcomes.
WHERE YOU'LL WORK
This position can work a hybrid schedule from our Leawood, KS office location preferred. Working hybrid from our Burlington, MA office location will also be considered.
HOW YOU'LL SPEND YOUR TIME
Compensation Program Delivery
  • Participate in the administration and delivery of compensation programs that support business objectives and talent strategies.
  • Collaborate in supporting the annual merit and bonus planning cycle including timely and accurate system setup, preparation of communications and training, supporting users, and preparation of reports and data analyses.
  • Support the maintenance of compensation and job-related data in People systems (e.g., SAP/SuccessFactors), ensuring accuracy and compliance. Conduct audits as needed. Understand and advise users on system workflows related to compensation.
  • Develop and maintain dashboards and reports.
  • Collaborate on the development of salary structures and compensation recommendations based on market trends and other relevant factors.
  • Contribute to and lead compensation-related projects, as assigned.

Market Benchmarking & Analytics
  • Evaluate jobs and conduct market benchmark analyses, resulting in recommended job levels, pay ranges and compensation actions.
  • Prepare data submissions for compensation surveys, ensuring accuracy and on-time delivery.
  • Manage the compensation benchmarking tool, ensuring data integrity and effective utilization for analytics and reporting. Identify and recommend tool features that may enhance Ascend's benchmarking and analyses.

Stakeholder Collaboration & Communication
  • Advise HR Business Partners and leaders on compensation matters that fall within guidelines; collaborate on recommendations for exception situations.
  • Participate in conveying compensation philosophy and program guidelines to the People team, managers and employees.

Compliance & Governance
  • Collaborate to ensure compliance with federal, state, and local compensation laws and regulations.
  • Maintain documentation and audit readiness for compensation-related processes.

WHAT YOU'LL NEED
  • 5+ years of progressive experience in compensation analysis and compensation program delivery.
  • Advanced Excel skills and proficiency working with HR systems (SAP/SuccessFactors) and Microsoft Office Suite products.
  • Strong analytical and problem-solving skills with the ability to manage and analyze large sets of data.
  • Ability to clearly convey results and findings to non-technical audiences.
  • Ability to work effectively cross-functionally and within teams.
  • Ability to manage multiple priorities in a fast-paced, evolving environment.
  • High level of discretion in handling sensitive and confidential information.
  • Ability to travel up to 10%.
  • Bachelor's degree in Human Resources, Business, Finance, or related field and CCP certification preferred.

HIRING RANGE
The current full-time annualized hiring range for this role is $90,100.00-$128,810.00 and does not include discretionary bonus or sales incentives, if applicable. In accordance with applicable state laws, we are providing the expected salary range for this position. Individual compensation will be determined by various factors, including relevant experience, qualifications, current business needs and local market factors. Most regular, full-time employees are eligible to participate in an Ascend incentive bonus or sales plan.
BENEFITS
  • Health, dental, and vision insurance
  • Company paid Life Insurance
  • 401(k) with company match
  • Paid time off and parental leave
  • Employee assistance program
  • Other employee wellness programs such as Headspace and Airvet
  • Charitable matching program

Fostering A Sense of Belonging
Our values-driven culture unifies our teams and inspires a mindset of action, innovation, and collaboration, with a relentless focus on customers. We seek out and celebrate all people and perspectives and cultivate an inclusive culture where everyone can thrive, feel valued, and be authentic. Our culture is firmly rooted in the belief that by embracing our differences and drawing on diverse perspectives, we are a stronger, more innovative, and more successful organization where employees experience a sense of belonging.
Ascend Learning, LLC is proud to be an equal opportunity employer (M/F/Vets/Disabled). No agency or search firm submissions will be accepted. Applications for U.S.-based positions with Ascend Learning, LLC must be legally authorized to work in the United States, and verification of employment eligibility will be required at the time of hire.

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