Senior Compensation Analyst

LOCATION

This position may be located in College Station, Austin, Round Rock, or San Antonio, Texas.

EDUCATION AND EXPERIENCE

• Bachelor’s degree in finance, Accounting, Human Resources, Business Administration, Economics, or a related field.
• Five to seven years of progressively responsible experience in compensation, finance, human resources, or a highly analytical role.
• Advanced knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, internal equity analysis, salary administration, and incentive compensation programs.
• Demonstrated experience independently conducting complex compensation analyses and developing recommendations for management.
• Advanced Microsoft Excel skills are required, including the ability to develop financial models, perform scenario-based analysis, and analyze large and complex data sets.
• Experience developing dashboards and data visualization using Power BI or similar tools is strongly preferred.
• Experience supporting labor budgeting, workforce planning, and workforce cost analysis is preferred.
• Strong analytical, problem-solving, consulting, and communication skills with the ability to translate complex compensation and workforce data into clear, actionable recommendations for HR and business leaders.
• Experience working with HRIS platforms, compensation management systems, and budgeting or financial planning systems is strongly valued.
• Professional certification such as Certified Compensation Professional (CCP), SHRM-CP, or SHRM-SCP is preferred.

JOB SUMMARY

• The Senior Compensation Analyst serves as an advanced individual contributor responsible for leading complex compensation analyses, projects, and assigned components of the Association’s compensation programs.
• This position applies advanced compensation expertise, financial analysis, and workforce analytics to evaluate compensation practices, identify issues and opportunities, and develop recommendations that support competitive, equitable, and financially responsible compensation decisions.
• The Senior Compensation Analyst partners closely with Human Resources, Finance, and business leaders and serves as a trusted compensation advisor on market pricing, job evaluation, internal equity, salary administration, incentive compensation, workforce costs, and other complex compensation matters.
• The position leads assigned compensation initiatives, develops analytical models and dashboards, evaluates alternative solutions, and translates complex data into actionable insights and recommendations for management and executive leadership.
• The role operates with a high degree of independence and professional judgement while ensuring compensation programs and decisions remain aligned with the Association’s compensation philosophy, governance practices, workforce objectives, and financial considerations.

ESSENTIAL FUNCTIONS

• Lead complex market pricing and job evaluation analyses for new, revised, and existing positions using approved compensation survey sources, organizational information, job requirements, and market data. Develop recommendations regarding job level, market positioning, and compensation.
• Lead internal equity, pay compression, and market competitiveness analyses, identifying significant trends, risks, and issues and recommending appropriate actions based on market data, internal equity, organizational considerations, and financial impact.
• Lead assigned components of annual compensation planning and year-end compensation processes, including merit planning, promotional increase analysis, salary structure maintenance, compensation budgeting, data validation, and related analysis.
• Provide advanced analysis and recommendations for new hires, promotions, transfers, retention considerations, organizational changes, and other employee compensation actions, applying established compensation philosophy, guidelines, internal equity considerations, and market practices.
• Support the administration and analysis of Short-Term Incentive (STI) and Long-Term Incentive (LTI) programs, including modeling, reporting, data validation, and analysis of program outcomes.
• Develop financial models and scenario analyses to evaluate the cost and workforce impact of compensation decisions, salary programs, organizational changes, staffing scenarios, and proposed compensation initiatives.
• Lead the development and interpretation of compensation and workforce analytics, including turnover, cost per FTE, vacancy impact, headcount, market competitiveness, internal equity, and other workforce trends to support business and workforce decisions.
• Build and maintain advanced Power BI dashboards, analytical models, and reporting tools that provide leaders with actionable compensation and workforce insights.
• Serve as a senior compensation resource and advisor to Human Resources and business leaders, providing guidance on complex compensation decisions, policies, practices, market considerations, and compensation guidelines.
• Lead assigned compensation projects and cross-functional initiatives, including establishing analytical approaches, coordinating stakeholders, evaluating alternatives, developing recommendations, and communicating results.
• Partner with Human Resources, Finance, and business leaders on labor budgeting, workforce planning, position management, and workforce cost analysis to support organizational and financial planning.
• Prepare and present compensation analyses, recommendations, workforce insights, and supporting materials for HR leadership, executive leadership, and the Compensation Committee, as appropriate.
• Participate in compensation surveys and evaluate external market data and compensation trends to identify emerging issues and recommend changes to compensation practices or programs.
• Maintain and promote the integrity of compensation and workforce data within HRIS, compensation management, budgeting, and reporting systems.
• Support internal and external audits, compliance reviews, and governance activities by validating compensation data, preparing documentation, responding to complex data requests, and identifying potential issues.
• Identify and lead process improvements that enhance the efficiency, accuracy, governance, scalability, and effectiveness of compensation and workforce processes.
• Support the integration and continuous improvement of HRIS, compensation management, budgeting, and reporting platforms as they relate to compensation and workforce analytics.
• Perform other duties and responsibilities as required to support the effective operation of the department and Association.

REQUIRED SKILLS

• Advanced knowledge of compensation principles and practices, including market pricing methodologies, job evaluation, salary structures, salary administration, internal equity, pay compression, and compensation program administration.

• Strong understanding of compensation governance, policies, and practices and the ability to consistently apply compensation philosophy and guidelines to complex situations.

• Advanced analytical and problem-solving skills with the ability to evaluate complex data, identify trends and issues, assess alternatives, and develop well-supported recommendations.

• Advanced Microsoft Excel skills, including PivotTables, XLOOKUP, Power Query, complex formulas, financial modeling, and scenario analysis.

• Experience developing dashboards, analytics, and reporting tools using Power BI or similar data visualization platforms.

• Strong financial and business acumen with the ability to evaluate the workforce and financial impact of compensation decisions.

• Experience with HRIS, compensation management, budgeting, and workforce reporting systems.

• Ability to independently manage complex compensation projects and initiatives involving multiple stakeholders and competing priorities.

• Ability to exercise independent judgment when evaluating compensation issues and determining appropriate recommendations within established governance and approval frameworks.

• Strong consulting and business partnership skills with the ability to advise and influence HR professionals, managers, and business leaders.

• Ability to translate complex compensation and workforce analyses into clear, concise, and actionable recommendations for management and executive audiences.

• Excellent written, verbal, presentation, and executive communication skills.

• Strong attention to detail with demonstrated commitment to data integrity, confidentiality, governance, and sound judgment.

• Ability to identify opportunities for process improvement and develop solutions that enhance compensation program effectiveness, efficiency, and scalability.

DISCLAIMER

We are an Equal Employment/Affirmative Action employer. We do not discriminate in hiring on the basis of sex, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state, or local law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at careers@capitalfarmcredit.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this e-mail address. For more information, view the EEO - Know Your Rights and Pay Transparency Statement.