Senior Compensation Analyst, Basis

• 5+ years of experience in compensation administration and analytics
• Experience in HRIS systems and compensation administration tools, preferably Workday
• Strong knowledge of compensation survey frameworks and job evaluation methods
• Experience with salary benchmarking tools, preferably Salary.com CompAnalyst, Mercer, Radford, and Culpepper
• Strong understanding of employment laws related to compensation, e.g. FLSA, wage and hour laws, pay transparency, equal pay laws, etc
• Advanced Excel skills, e.g. PivotTables, VLOOKUP, IF/IFS, INDEX/MATCH, COUNT/SUM, IFERROR, etc. (Power Query and Macros are a plus)
• Strong analytical, problem-solving, and attention-to-detail
• Highly effective communication skills, both verbal and written
• Commitment to creating inclusive, respectful environments where all voices are valued and supported
• Thoughtful approach to collaboration, design, and decision-making that prioritizes equity, access, and continuous learning

Desirable

• Basis Technologies' Talent and Development (T&D) team is dedicated to building an engaging, inclusive workplace where employees can thrive and drive positive change in the ad tech industry
• T&D is made up of four collaborative teams: Talent Acquisition (recruiting top talent for Basis), Talent Operations (managing benefits, payroll, and system support), Education & Development (leading training and learning initiatives), and Talent Strategy (focusing on professional development, management resources, and employee relations)
• Collectively, our team works to bring the Basis Manifesto to life by ensuring every employee and candidate has the best experience possible
• As a Sr. Compensation Analyst, you will play a pivotal role on the Total Rewards team as a champion of Basis’ compensation philosophy and strategy; administering all base pay and variable pay programs, including the annual compensation analysis, merit/promotion process, headcount budget process, benchmarking/job analysis process, salary survey participation, and other ad hoc compensation transactions or reporting requests
• Administer all US, Canada, and LATAM base pay and variable pay programs
• Evaluate new and existing jobs to external benchmark market data and review internal equity to remain competitive and meet ever-changing organizational and market dynamics
• Calculate quarterly and annual variable compensation payments for all current plans and conduct regular audits to ensure accuracy
• Partner with the Revenue Operations team to monitor, evaluate, and maintain variable plans and any associated documentation on an ongoing basis
• Administer the annual merit/promo increase processes for the organization
• Manage the process with the compensation planners in the organization, developing budget scenarios supporting pay-for-performance, and configuring and testing the compensation module in Workday
• Partner with the Talent Strategy team to provide guidance on pay decisions according to Basis’ compensation philosophy
• Establish head count budget ranges for open roles on a weekly basis and respond to escalated candidate job offer exceptions, as needed
• Partner with the Talent Acquisition team to provide guidance on base/variable/other compensation offer decisions that are both externally competitive and internally equitable, according to Basis’ compensation philosophy
• Evaluate Basis’ pay programs through annual salary survey/pay practice survey participation, and the completion of the annual compensation analysis and budgeting process
• Report on market trends and propose recommendations to enhance Basis’ compensation philosophy and strategy, including changes to our salary structure, benchmarking methodology, base/variable mix, pay-for-performance practices, geographic pay practices, etc
• Conduct ad hoc analyses throughout the year, as needed
• Ensure compliance with federal, state, and local employment laws related to compensation, including FLSA, minimum wage/exempt salary threshold, pay transparency laws, and equal
• Pay regulations
• Conduct regular audits and propose resolutions to address discrepancies
• Stay up to date on upcoming compliance changes and provide recommendations to proactively address them
• Regularly evaluate compensation processes for effectiveness
• Propose recommendations for process improvements and partner with stakeholders within and outside of Total Rewards, as needed
• Spearhead process change management, including planning, execution, and communication
• Support employee compensation program communication and education
• Partner with the Dir., Total Rewards to create trainings, guides, calculators, and other materials to enhance employee communication
• Facilitate presentations as needed
• Partner with the Workday team to develop and enhance compensation software solutions
• Help integrate new tools and automate existing processes for more efficient data management and reporting
• Respond to escalated compensation-related Workday Help case management requests, partnering with the Dir., Total Rewards and Talent Strategy to resolve complex cases
• Maintain relationships outside of Total Rewards
• Regularly meet with stakeholders within Basis to solicit feedback about our pay practices and stay up to date on changing business needs, goals and objectives
• Regularly connect with external vendors to ensure service quality and manage contract renewal