Compensation Analyst, Juniper Square

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field
• 4-7 years of progressive compensation experience, including direct and substantial experience working within a high-growth technology organization
• Demonstrated ability to leverage compensation, particularly complex equity instruments, to attract and retain high-demand technical talent in a rapid-scaling environment
• Advanced proficiency in Google Sheets/Microsoft Excel (e.g., pivot tables, VLOOKUP, complex formulas, modeling)
• Proven experience assisting with administration of annual compensation cycles (merit, bonus, or incentive plans)
• Demonstrated ability to perform independent market pricing and job evaluations
• Global Experience: Experience with compensation practices in multiple geographic regions

Desirable

• We are looking for an experienced Compensation Analyst to join our Total Rewards team
• This role applies acquired job skills and detailed compensation knowledge to complete substantive, complex assignments
• We’re looking for a team member who is comfortable working autonomously and managing self-directed projects
• You will act as a subject matter expert and internal consultant to People Business Partners and managers on a variety of compensation topics, from job architecture to pay equity
• Your primary focus will be on administering, analyzing, and maintaining the company’s compensation programs to ensure internal equity and external market competitiveness
• Market Analysis & Benchmarking: Independently manage and participate in salary surveys, analyzing market data to determine competitiveness. Conduct in-depth market pricing for new and existing jobs, recommending appropriate salary ranges, job grades, and classifications (e.g., FLSA status)
• Annual Program Execution: Assist in the critical preparation, analysis, and execution of annual compensation programs, including the merit review cycle, annual incentive plans, equity and short-term variable programs
• Consulting and Advisory: Serve as a compensation contact for People Business Partners and managers, providing guidance on pay decisions, promotions, new hire offers, and policy interpretation for moderately complex issues
• Job Architecture Management: Administer and maintain the company’s global/local job architecture and salary structures. Evaluate job positions to write, revise, and maintain accurate job descriptions, ensuring consistency in grading and titling
• Compliance & Reporting: Ensure compensation programs and practices are compliant with local laws. Prepare various compensation reports and conduct internal audits to ensure data integrity and consistent application of policies