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Senior Compensation Analyst Jobs in Wisconsin (NOW HIRING)

Brady Worldwide, Inc.

Sr. Compensation Analyst

Milwaukee, WI · On-site

$79K - $102K/yr

The Senior Compensation Analyst at Brady will play a pivotal role within the Brady Total Rewards team. They will partner with leadership on program design and will spearhead the execution and ...

Brady Corporation

Sr. Compensation Analyst

Milwaukee, WI · On-site

$79K - $102K/yr

The Senior Compensation Analyst at Brady will play a pivotal role within the Brady Total Rewards team. They will partner with leadership on program design and will spearhead the execution and ...

Brady

Sr. Compensation Analyst

Milwaukee, WI · On-site

$79K - $102K/yr

The Senior Compensation Analyst at Brady will play a pivotal role within the Brady Total Rewards team. They will partner with leadership on program design and will spearhead the execution and ...

60 Insperity Services, L.P.

WI · On-site

$97 - $111/hr

As a senior-level team member, the consultant will mentor associate and specialist team members and ... Data analysis and report preparation is specific to each compensation program offering, but may ...

CEU Carbon Engineering ULC

WI · On-site

$90 - $120/hr

Conducts complex, ad‑hoc compensation analyses as requested by HR leadership and senior management, including pay equity, job architecture, and workforce planning analyses. * Partners closely with ...

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Rehlko, LLC

Senior Workday Analyst

Milwaukee, WI · Hybrid

$81K - $106K/yr

Competitive compensation and benefits * Work-life flexibility * Recognition and rewards ... The Senior Workday Analyst will drive process optimization, maintain a strategic roadmap for the ...

Rehlko, LLC

Senior Workday Analyst

Milwaukee, WI · On-site

$81K - $106K/yr

Competitive compensation and benefits * Work-life flexibility * Recognition and rewards ... The Senior Workday Analyst will drive process optimization, maintain a strategic roadmap for the ...

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Senior Compensation Analyst information

See Wisconsin salary details

$58.5K

$97.5K

$134.2K

How much do senior compensation analyst jobs pay per year?

As of Sep 3, 2026, the average yearly pay for senior compensation analyst in Wisconsin is $97,541.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,800.00 and $109,000.00 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

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

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

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

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Senior Compensation Analyst jobs near you
Infographic showing various Senior Compensation Analyst job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $97,541 per year, or $46.9 per hour.

Sr. Compensation Analyst

Brady Worldwide, Inc.

Milwaukee, WI • On-site

$79K - $102K/yr

Full-time

Posted 9 days ago

Job description

The Senior Compensation Analyst at Brady will play a pivotal role within the Brady Total Rewards team. They will partner with leadership on program design and will spearhead the execution and administration of our global compensation and total rewards programs. This role entails managing the annual merit and bonus process in Workday, overseeing compensation structures, conducting in-depth analyses to drive strategic insights, and providing essential support to HR business partners worldwide.This role reports directly to the Global Director of Total Rewards.

  • Take charge of all compensation activities, including job evaluations, salary recommendations, creating and enhancing compensation structures, developing controls and completing audits and identifying ways to improve upon current compensation practices.
  • Collaborate in the strategic development of new compensation programs and policies to align with organizational goals.
  • Lead the annual merit and bonus process in Workday, including coordination of merit budgets, ensuring accuracy of bonus payout calculations, and preparation of communications and training materials. Collaborate with HRIS and HR business partners to drive process improvements.
  • Utilize Payfactors to automate benchmarking and conduct pay equity analyses, ensuring proactive insights and compliance with regulations.
  • Stay updated on pay transparency and pay equity regulations. Collaborate with key stakeholders to raise awareness, devise roadmaps, and implement strategies for compliance.
  • Determine global salary survey needs, participate in surveys, and interpret results to benchmark current practices effectively.
  • Assist in the annual review of executive compensation levels and prepare comprehensive annual U.S. total compensation statements.
  • Generate and maintain turnover, compensation, and other KPI reports to inform decision-making processes.
  • Partner with HRIS to leverage technology for enhanced compensation process administration.
  • Support integration of compensation programs for mergers and acquisitions as needed.

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