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Sr Compensation Analyst Jobs (NOW HIRING)

Jj

Senior Compensation Analyst

New Brunswick, NJ · On-site

$85K - $111K/yr

The Senior Compensation Analyst serves as a strategic partner and internal consultant, supporting the design, analysis, and delivery of global Compensation programs aligned to business objectives.

The Weitz Company

Senior Compensation Analyst

Des Moines, IA · On-site

$81K - $105K/yr

The Senior Compensation Analyst partners closely with HR leadership and business stakeholders to provide data-driven insights, recommendations, and tools that support sound compensation decisions.

The Weitz Company

Senior Compensation Analyst

Des Moines, IA · On-site

$81K - $105K/yr

The Senior Compensation Analyst partners closely with HR leadership and business stakeholders to provide data-driven insights, recommendations, and tools that support sound compensation decisions.

Weitz

Senior Compensation Analyst

Des Moines, IA · On-site

$81K - $105K/yr

The Senior Compensation Analyst partners closely with HR leadership and business stakeholders to provide data-driven insights, recommendations, and tools that support sound compensation decisions.

Wellington Management

Sr Compensation Analyst

Boston, MA · On-site

$90K - $117K/yr

Our Parter Compensation Team is looking for a Senior Compensation Analyst to support our executive compensation programs and projects. This role has the potential for high visibility within the firm ...

Horace Mann

Sr Compensation Analyst

Springfield, IL · On-site

$76K - $106K/yr

Senior Compensation Analyst Location: Springfield, IL / Hybrid Position Summary Serves as a strategic compensation partner, providing advanced analysis, consultation, and project leadership to ...

Acosta

Senior Compensation Analyst

Jacksonville, FL

$76K - $100K/yr

The Senior Compensation Analyst provides guidance and support to the Leaders and HR Business Partners for all compensation related activities. The Senior Compensation Analyst works with a variety of ...

AeroVironment

Senior Compensation Analyst

Herndon, VA

$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 ...

AeroVironment

Senior Compensation Analyst

Melbourne, FL

$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 ...

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Sr Compensation Analyst information

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How much do sr compensation analyst jobs pay per year?

As of Aug 8, 2026, the average yearly pay for sr compensation analyst in the United States is $96,637.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,000.00 and $108,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Sr Compensation Analyst?

To thrive as a Sr Compensation Analyst, you need a solid background in compensation analysis, data modeling, and a relevant degree such as human resources, finance, or business administration. Expertise in HRIS systems, advanced Excel skills, and familiarity with compensation survey tools and analytics platforms are typically required. Strong attention to detail, analytical thinking, and the ability to communicate complex data clearly are standout soft skills in this position. These skills ensure accurate pay structures, competitive compensation strategies, and effective communication with stakeholders across the organization.

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

AspectSr Compensation AnalystCompensation Analyst
Required CredentialsBachelor's degree, often certifications like CCP or CBP, 3+ years experienceBachelor's degree, some certifications optional, 1-3 years experience
Work EnvironmentCorporate HR teams, consulting firms, large organizationsHR departments, consulting firms, smaller companies
Employer & Industry UsageUsed in industries with complex pay structures like finance, tech, healthcareCommon across various industries, entry to mid-level roles

The main difference between a Sr Compensation Analyst and a Compensation Analyst lies in experience, responsibilities, and expertise. Sr Compensation Analysts typically handle more complex compensation projects, have more experience, and may oversee junior staff. Compensation Analysts focus on data collection, analysis, and supporting compensation programs. Both roles are essential in HR teams, but the senior role involves greater strategic input and decision-making.

What does a Sr Compensation Analyst do?

A Sr Compensation Analyst is responsible for developing, analyzing, and administering a company's compensation programs to ensure they are competitive and aligned with organizational goals. They conduct market salary surveys, analyze compensation data, and provide recommendations on salary structures, incentive plans, and pay equity. Senior analysts also advise management on compensation strategies and ensure compliance with relevant laws and regulations. Their expertise helps attract and retain top talent while maintaining internal equity and external competitiveness.

How does a Sr Compensation Analyst typically collaborate with HR and business leaders to develop competitive compensation programs?

A Sr Compensation Analyst works closely with HR partners and business leaders to assess current compensation structures, analyze market data, and identify areas for improvement. They participate in regular meetings to understand business goals and ensure salary bands and incentive plans align with organizational objectives. This role often involves presenting data-driven recommendations, supporting annual compensation review cycles, and advising on pay equity issues, making cross-functional collaboration essential to success.
What cities are hiring for Sr Compensation Analyst jobs? Cities with the most Sr Compensation Analyst job openings:
What states have the most Sr Compensation Analyst jobs? States with the most job openings for Sr Compensation Analyst jobs include:
Sr Compensation Analyst jobs near you
Infographic showing various Sr Compensation Analyst job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $96,637 per year, or $46.5 per hour.

Senior Compensation Analyst

Methodist Health System

Omaha, NE • On-site

$79K - $103K/yr

Full-time

Re-posted yesterday

Job description

Why work for Nebraska Methodist Health System?
At Nebraska Methodist Health System, we focus on providing exceptional care to the communities we serve and people we employ. We call it The Meaning of Care - a culture that has and will continue to set us apart. It's helping families grow by making each delivery special, conveying a difficult diagnosis with a compassionate touch, going above and beyond for a patient's needs, or giving a high five when a patient beats a disease or conquers a personal health challenge. We offer competitive pay, excellent benefits and a great work environment where all employees are valued! Most importantly, our employees are part of a team that makes a real difference in the communities we live and work in.
Job Summary:
Location: Methodist Corporate Office
Address: 825 S 169th St. - Omaha, NE
This position is based onsite and is not eligible for remote work.
Work Schedule: Monday - Friday, 40 hours per week.
The Senior Compensation Analyst is responsible for the design, analysis, administration, and continuous improvement of compensation programs that support the organization's talent and business objectives. This role serves as a strategic consultant to HR partners and business leaders, providing expert guidance on compensation matters including market pricing, job evaluation, salary administration, pay equity, and regulatory compliance. The Senior Compensation Analyst conducts complex analyses, develops recommendations, and helps ensure compensation programs are competitive, equitable, and aligned with organizational goals.
Responsibilities:
Essential Job Functions
1. Compensation Analysis and Administration
  • Conduct comprehensive market pricing and benchmarking analyses using salary surveys and other compensation data sources.
  • Evaluate jobs and determine appropriate market alignment, pay grades, and salary structures.
  • Analyze internal and external compensation trends and provide recommendations to maintain market competitiveness.
  • Support the administration of annual compensation programs, including merit increases, market adjustments, promotions, and incentive plans.
  • Prepare compensation models, costing analyses, and financial impact assessments for compensation-related initiatives.
  • Monitor pay practices to ensure internal equity and alignment with compensation philosophy.
  • Maintain compensation data integrity within HRIS and compensation management systems.

2. Consultation and Business Partnership
  • Serve as a trusted compensation consultant to HR Business Partners, managers, and senior leaders.
  • Provide guidance and recommendations on compensation decisions, including hiring offers, promotions, transfers, retention strategies, and organizational restructures.
  • Partner with leaders to identify compensation-related challenges and develop practical, data-driven solutions.
  • Educate leaders and HR partners on compensation philosophy, policies, practices, and market trends.
  • Participate in workforce planning discussions and provide compensation insights to support talent attraction and retention strategies.
  • Assist leadership in understanding compensation analytics and the impact of compensation decisions on organizational outcomes.

3. Program Development and Strategic Initiatives
  • Support the design, implementation, and enhancement of compensation programs, salary structures, and job architecture frameworks.
  • Participate in compensation modernization, market competitiveness, and pay equity initiatives.
  • Recommend process improvements that increase efficiency, consistency, and transparency of compensation programs.
  • Assist in the development and maintenance of compensation policies, guidelines, and procedures.
  • Lead or participate in compensation-related projects and cross-functional initiatives.

4. Compliance and Governance
  • Ensure compliance with federal, state, and local compensation regulations, including Fair Labor Standards Act (FLSA), Equal Pay laws, and other applicable requirements.
  • Conduct audits and analyses to identify and address compensation risks and inconsistencies.
  • Support documentation and reporting requirements related to compensation programs and regulatory compliance.

5. Reporting and Analytics
  • Develop and deliver compensation reports, dashboards, and presentations for HR and organizational leadership.
  • Analyze compensation metrics and workforce trends to support strategic decision-making.
  • Prepare executive-level summaries and recommendations based on compensation data and market intelligence.
  • Utilize advanced analytical techniques to identify trends, opportunities, and risks within compensation programs.

Schedule:
Monday - Friday, 40 hours per week.
Job Description:
Job Requirements
Education
  • Bachelor's degree in human resources, business administration, related field or equivalent combination of education and experience.

Experience
  • Minimum of five years of compensation experience required.
  • Experience with transformational compensation initiatives highly desired.
  • Experience consulting with leaders and influencing compensation-related decisions.
  • Experience with Workday and Payfactors preferred.

License/Certifications
  • Certified Compensation Professional (CCP) designation from WorldatWork preferred.
  • SHRM-Certified Professional (SHRM-CP) or SHRM-Senior Certified Professional (SHRM-SCP) designation from SHRM , or Professional Human Resources (PHR) from HRCI preferred.

Knowledge/Skills/Abilities
  • Strong knowledge of compensation principles, practices, and market pricing methodologies.
  • Advanced analytical and quantitative skills with the ability to interpret complex data and develop actionable recommendations.
  • Strong consulting, communication, and presentation skills.
  • Ability to effectively influence and build relationships with leaders at all levels of the organization.
  • Knowledge of compensation-related laws and regulations.
  • Advanced proficiency in Microsoft Excel, including modeling and data analysis.
  • Experience with HRIS, compensation management systems and reporting tools.
  • Strong project management and organizational skills.
  • Ability to manage multiple priorities and meet deadlines in a fast paced environment.

Physical Requirements
Weight Demands
  • Light Work - Exerting up to 20 pounds of force.

Physical Activity
  • Occasionally Performed (1%-33%):
    • Balancing
    • Climbing
    • Carrying
    • Crawling
    • Crouching
    • Distinguish colors
    • Kneeling
    • Lifting
    • Pulling/Pushing
    • Reaching
    • Standing
    • Stooping/bending
    • Twisting
    • Walking
  • Frequently Performed (34%-66%):
    • Hearing
    • Repetitive Motions
    • Seeing/Visual
    • Speaking/talking
  • Constantly Performed (67%-100%):
    • Grasping
    • Keyboarding/typing
    • Sitting

Job Hazards
  • Not Related:
    • Biological agents (primary air born and blood born viruses) (Jobs with Patient contact) (BBF)
    • Physical hazards (noise, temperature, lighting, wet floors, outdoors, sharps) (more than ordinary office environment)
    • Equipment/Machinery/Tools
    • Explosives (pressurized gas)
    • Electrical Shock/Static
    • Radiation Alpha, Beta and Gamma (particles such as X-ray, Cat Scan, Gamma Knife, etc.)
    • Radiation Non-Ionizing (Ultraviolet, visible light, infrared and microwaves that causes injuries to tissue or thermal or photochemical means)
  • Rare (1-33%):
    • Chemical agents (Toxic, Corrosive, Flammable, Latex)
    • Mechanical moving parts/vibrations

About Methodist:
Nebraska Methodist Health System is made up of four hospitals in Nebraska and southwest Iowa, more than 30 clinic locations, a nursing and allied health college, and a medical supply distributorship and central laundry facility. From the day Methodist Hospital was chartered in 1891, service to our communities has been a top priority. Financial assistance, health education, outreach to our diverse communities and populations, and other community benefit activities have always been central to our mission.
Nebraska Methodist Health System is an Affirmative Action/Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, or any other classification protected by Federal, state or local law.

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