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Senior Compensation Analyst Jobs in Ohio (NOW HIRING)

A/V Services LLC

Senior Compensation Analyst

Dayton, OH · On-site

$80K - $105K/yr

The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor ...

New

A/V Services LLC

Senior Compensation Analyst

Dayton, OH · On-site

$80K - $105K/yr

The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor ...

New

Skanska USA

Senior Compensation Analyst

Cincinnati, OH · On-site

$79K - $103K/yr

The Senior Compensation Analyst at Skanska USA, supports the strategic and operational delivery of compensation programs within a comprehensive Total Rewards structure. The Senior Compensation ...

AeroVironment

Senior Compensation Analyst

Dayton, OH · On-site

$93K - $141K/yr

The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy. Position Responsibilities ...

Northwest

Sr. Compensation Analyst

Columbus, OH · On-site

$80K - $104K/yr

Analyze market data to inform equity and executive compensation strategies * Develop dashboards and insights for senior leadership * Identify and implement improvements to equity and executive ...

Northwest Bank

Sr. Compensation Analyst

Columbus, OH · On-site

$80K - $104K/yr

Analyze market data to inform equity and executive compensation strategies * Develop dashboards and insights for senior leadership * Identify and implement improvements to equity and executive ...

Northwest-Bank

Sr. Compensation Analyst

Columbus, OH · On-site

$90 - $130/hr

... Compensation Committee materials, and delivering accurate, timely analysis and reporting. This ... senior leadershipIdentify and implement improvements to equity and executive compensation ...

Northwest

Sr. Compensation Analyst

Independence, OH · On-site

$81K - $105K/yr

Analyze market data to inform equity and executive compensation strategies * Develop dashboards and insights for senior leadership * Identify and implement improvements to equity and executive ...

Tire Discounters

Sr. Analyst Total Rwds

Cincinnati, OH · On-site

$81K - $105K/yr

The SATR will monitor compensation and benefit trends in the business environment and must stay ... The Total Rewards Sr Analyst will provide support to the Sr. Director, Total Rewards, and other ...

Dealer Tire, LLC

Compensation Specialist

Cleveland, OH · On-site +1

$72K - $85K/yr

With support from the Senior Compensation Specialist, develop and oversee non-exempt compensation programs, conducting scenario analyses to inform recommendations for program administration ...

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All JobsCompensation Analyst JobsSenior Compensation Analyst JobsSenior Compensation Analyst Jobs in Ohio

Senior Compensation Analyst information

See Ohio salary details

$55.1K

$91.9K

$126.4K

How much do senior compensation analyst jobs pay per year?

As of Aug 30, 2026, the average yearly pay for senior compensation analyst in Ohio is $91,872.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,900.00 and $102,700.00 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.

More about Senior Compensation Analyst jobs

What are the most commonly searched types of Compensation Analyst jobs in Ohio?

The most popular types of Compensation Analyst jobs in Ohio are:

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For Senior Compensation Analyst jobs in Ohio, the most frequently searched job titles are:

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The top searched job categories for Senior Compensation Analyst jobs in Ohio are:

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Cities in Ohio with the most Senior Compensation Analyst job openings:

What are popular job titles related to Senior Compensation Analyst jobs in OH?

For Senior Compensation Analyst jobs in OH, the most frequently searched job titles are:

Senior Compensation Analyst jobs near you
Infographic showing various Senior Compensation Analyst job openings in Ohio as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 19% Part Time, and 6% Contract. Highlights an 79% Physical, 2% Hybrid, and 19% Remote job distribution, with an average salary of $91,872 per year, or $44.2 per hour.

Senior Compensation Analyst

A/V Services LLC

Dayton, OH • On-site

$80K - $105K/yr

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Worker Type

Regular Summary The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Position Responsibilities Support Compensation Strategy & Program Design Develop and maintain robust salary structures, job levelling, and internal pay frameworks. Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness. Lead the annual compensation planning cycle for assigned business group. Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.

Market Intelligence & Analysis Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness. Lead internal pay equity reviews, identifying gaps and recommending actionable solutions. Monitor industry trends and emerging compensation practices. Provide insights and recommendations based on labor market data and business needs.

Ensure Compliance & Drive Governance Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.). Maintain clear, well-documented compensation policies and governance frameworks. Support internal audits, regulatory reporting, and compensation reviews. Lead on pay equity and transparency. Partner & Influence Across the Business Lead job levelling processes for assigned business group.

Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions. Translate complex data into compelling stories and actionable recommendations. Other duties as assigned Basic Qualifications (Required Skills & Experience) Bachelor's degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience. Advanced degree, MBA or MS is preferred. CCP Certification is a plus Minimum of 5 years of hands‐on compensation experience required.

Other Qualifications & Desired Competencies Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp Proven ability to influence cross‐functional stakeholders and support strategic decision‐making. High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters. Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.

Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel). Works well with little supervision and exercises independent judgement on a regular basis. Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules. Strong grasp of compensation laws, internal equity principles, and market pricing.

Physical Demands

Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc

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