Compensation Analyst

Accountabilities:

• Conduct market compensation research and benchmark new and existing positions using industry, geographic, labor-market, and compensation survey data.
• Develop and maintain salary ranges, job levels, compensation structures, and other frameworks that support organizational growth.
• Evaluate positions based on responsibilities, scope, complexity, qualifications, organizational level, and market data to recommend appropriate classification and compensation.
• Develop, review, and maintain job descriptions in partnership with HR and business leaders, ensuring consistency in scope, qualifications, and organizational level.
• Analyze internal pay relationships to identify potential compression, equity, market alignment, and compensation consistency concerns.
• Conduct geographic compensation analysis for employees across multiple states and locations.
• Prepare compensation recommendations for new hires, promotions, market adjustments, equity adjustments, reclassifications, and other compensation changes.
• Lead the annual merit and compensation review process, including modeling, coordination, analysis of recommendations, exception identification, internal equity reviews, and assessment of organizational and financial impact.
• Develop and maintain job architecture, including job families, career levels, and consistent leveling criteria for individual contributor and leadership roles.
• Prepare compensation reports, models, trend analyses, and recommendations for HR and executive leadership to support compensation planning and decision-making.
• Partner with Finance and Payroll on compensation budgeting, workforce planning, and accurate implementation of approved changes.
• Periodically review shift differentials, premiums, incentive programs, and other compensation components for market competitiveness and internal consistency.
• Maintain compensation data, methodologies, documentation, and supporting materials to ensure programs remain consistent, scalable, and defensible.
• Support compensation-related compliance requirements while maintaining strict confidentiality of employee compensation information.
• Manage multiple compensation projects and priorities in a fast-paced, growing environment.

Requirements:

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or an equivalent combination of education and relevant experience.
• 4+ years of experience in compensation, total rewards, HR analytics, or a related field, including hands-on compensation analysis.
• Strong knowledge of market pricing, compensation benchmarking, salary structures, job evaluation, and internal equity analysis.
• Working knowledge of federal and state wage-and-hour regulations and other compensation-related employment requirements.
• Experience developing and analyzing job descriptions based on responsibilities, scope, qualifications, and organizational level.
• Advanced proficiency in Google Sheets or Microsoft Excel, with the ability to analyze complex compensation data and translate findings into practical recommendations.
• Experience using market pricing and compensation tools such as ERI, Payscale, or comparable platforms.
• Strong analytical, organizational, and problem-solving skills, with excellent attention to detail.
• Strong written and verbal communication skills and the ability to present compensation information clearly to HR and business stakeholders.
• High level of discretion and confidentiality when handling sensitive employee compensation data.
• Ability to manage multiple projects, deadlines, and priorities effectively in a rapidly growing organization.
• Must be authorized to work in the United States; visa sponsorship is not available.
• Ability to travel to the organization’s corporate location in Reno, Nevada, approximately once per quarter, with additional travel as business needs require.
• Preferred experience includes 5+ years in compensation or total rewards, particularly within a multi-state organization.
• Experience supporting compensation programs in manufacturing, industrial, technology, or other fast-growing environments with both hourly and salaried employees is a plus.
• Experience developing job architecture, job families, career levels, salary structures, geographic compensation practices, compensation models, or annual merit programs is preferred.
• Experience with HRIS platforms, compensation survey tools, and compensation modeling is advantageous.
• CCP, SHRM, or another relevant compensation or HR certification is a plus.

Benefits:

• Annual salary of $90,000–$115,000 for this exempt position.
• Fully remote work opportunity, with hybrid flexibility where applicable for employees located near a facility.
• Medical, dental, and vision coverage.
• Paid holidays and paid time off.
• 401(k) plan with company matching of up to 4%.
• Tuition reimbursement.
• Paid parental leave.
• Short-term disability coverage.
• Flexible work/life balance.
• Employee discount programs.
• Opportunity to help build scalable compensation infrastructure within a rapidly growing organization.
• Dedicated and collaborative environment with cross-functional exposure to HR, Talent, Finance, Payroll, and executive leadership.