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Senior Compensation Analyst Jobs in Renton, WA (NOW HIRING)

Viome Life Sciences

Senior Financial Analyst

Bellevue, WA · On-site

$130K - $150K/yr

We are seeking an experienced Senior Financial Analyst to support our financial planning and ... We also welcome and encourage candidates to discuss their compensation expectations with us during ...

Databricks Inc.

Director, Compensation

Seattle, WA · On-site

$218.10 - $299.85/hr

... senior business partner to founders, executives, and People leadership on high‑stakes, time‑sensitive compensation decisions * Demonstrated experience using data and analytics to drive ...

Splice Project Management

Sr Financial Analyst

Seattle, WA · On-site

$108K - $130K/yr

Compensation range: $108,000 - $130,000/year The base salary will be determined based on your ... Conduct ad hoc analysis on key business drivers and KPIs * Help prepare presentations for senior ...

One Workplace

Sr Financial Analyst

Seattle, WA · On-site

$108K - $130K/yr

Compensation range: $108,000 - $130,000/year The base salary will be determined based on your ... Conduct ad hoc analysis on key business drivers and KPIs * Help prepare presentations for senior ...

One Workplace

Sr Financial Analyst

Seattle, WA · On-site

$108K - $130K/yr

Compensation range: $108,000 - $130,000/year The base salary will be determined based on your ... Conduct ad hoc analysis on key business drivers and KPIs * Help prepare presentations for senior ...

Axon

Manager, Equity Compensation

Seattle, WA

Your Impact Axon is looking for an experienced Manager of Equity Compensation who will be ... Analysis, Tax, and both internal and external audit. What You'll Do Reports to: Senior Director ...

Sono Bello

Senior FP&A Analyst

Bellevue, WA

$92K - $115K/yr

S., is seeking a data driven Senior FP&A Analyst to help propel our continued expansion. This ... COMPENSATION: At Sono Bello, we believe that our team members are the keys to our success. The ...

Axon

Manager, Equity Compensation

Seattle, WA · On-site

As a Manager of Equity Compensation, you will report directly to the Senior Director - Head of ... Analysis, Tax, and both internal and external audit. What You'll Do Reports to: Senior Director ...

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All JobsCompensation Analyst JobsSenior Compensation Analyst JobsSenior Compensation Analyst Jobs in Renton, WA

Senior Compensation Analyst information

See Renton, WA salary details

$65.2K

$108.7K

$149.6K

How much do senior compensation analyst jobs pay per year?

As of Aug 9, 2026, the average yearly pay for senior compensation analyst in Renton, WA is $108,700.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,400.00 and $121,500.00 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.

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.

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.
More about Senior Compensation Analyst jobs
What are the most commonly searched types of Compensation Analyst jobs in Renton, WA? The most popular types of Compensation Analyst jobs in Renton, WA are:
What are popular job titles related to Senior Compensation Analyst jobs in Renton, WA? For Senior Compensation Analyst jobs in Renton, WA, the most frequently searched job titles are:
What job categories do people searching Senior Compensation Analyst jobs in Renton, WA look for? The top searched job categories for Senior Compensation Analyst jobs in Renton, WA are:
What cities near Renton, WA are hiring for Senior Compensation Analyst jobs? Cities near Renton, WA with the most Senior Compensation Analyst job openings:
Senior Compensation Analyst jobs near you
Infographic showing various Senior Compensation Analyst job openings in Renton, WA as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 21% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $108,700 per year, or $52.3 per hour.

Interim HR Manager & Compensation Specialist

WatchGuard Technologies, Inc.

Seattle, WA • On-site

Full-time

Posted 11 days ago

Job description

About the Role 

WatchGuard Technologies is seeking an experienced HR leader to provide maternity leave coverage for our Director, Human Resources – Americas. This role is heavily focused on compensation strategy, annual merit planning, bonus administration, and HR business partnership. The successful candidate will be highly analytical, exceptionally strong in Excel and project management, detail oriented, and comfortable partnering with senior leaders using data to drive compensation decisions. 

Key Responsibilities
Compensation & Rewards (Primary Focus)
  • Own end-to-end project management of the annual merit review process for ~1,100 employees globally, including budget & timeline development, manager enablement, data accuracy, and on-time delivery of final increases.
  • Own calculation of the full company annual bonus payments based on MBO attainment, tracking exceptions (e.g. leaves, transfers, new hires, terminations), and ensuring accurate, timely delivery of final payout data to Payroll.
  • Analyze internal equity, market competitiveness, and pay recommendations.
  • In partnership with the VP Human Resources, partner cross-functionally with Finance and senior Executives to finalize merit and bonus decisions on a tight timeline.
  • Prepare executive-level dashboards, reports, and presentations.
  • Ensure compensation decisions are equitable, competitive, and data-driven.
  • Own compensation data integrity and reporting.
HR Operations & Analytics 
  • Interpret HR metrics and provide actionable insights.
  • Ensure compliance with employment laws across the Americas.
  • Support strategic HR initiatives during the maternity leave period.
  • Deliver accurate, clean HR reporting on-demand based on the needs of the business. 

HR Business Partnership 

  • Partner with HR Business Partners, Directors, Vice Presidents, and business leaders on employee relations, performance management, organizational design, and workforce planning. 
  • Coach leaders through complex people issues and organizational changes. 
  • Partner with Legal on employment matters as needed. 
  • Support employee engagement and organizational effectiveness initiatives.

Performance Management 

  • Oversee the 2026 MBO attainment and scoring process, including calibration activities, in preparation for bonus calculation. 
  • Support the 2027 MBO goal-setting process, ensuring employees and managers have the tools they need to set impactful goals.
  • Provide HR guidance to leaders throughout the performance review cycle. 
Required Qualifications
  • Bachelor's degree in Human Resources, Business, Finance, or related field.
  • 8+ years of progressive HR experience.
  • Significant experience leading annual merit cycles, MBO based bonus calculation, and performance management/goal-setting processes.
  • Strong compensation analysis experience required.
  • Strong project management skills, with proven ability to manage multiple concurrent, detail-intensive work steams on tight deadlines.
  • Advanced Microsoft Excel skills (e.g. pivot tables, VLOOKUP/XLOOKUP, INDEX/MATCH, nested formulas); experience working with large datasets is essential.
  • Experience partnering with Finance and senior executives.
  • Strong analytical, problem-solving, and presentation skills.
  • Technology industry experience preferred.
Success Measures
  • Merit review process for ~1,100 global employees completed accurately and on schedule.
  • MBO-based annual bonus payments calculated correctly, with exceptions tracked and payout delivered on schedule.
  • 2026 MBO attainment closed out and 2027 MBOs set, with the performance management cycle running smoothly and managers well-supported.
  • Ensure seamless, trusted HR partnership to business leaders & coverage during the maternity leave period. 

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.