Compensation Analyst, Sailpoint

• We are seeking an analyst who combines strong numerical modeling skills with data integrity, analytical discipline, and a commitment to delivering verified, executive-ready work
• Technical Proficiency & Workbook Integrity: Strong proficiency in Microsoft Excel (Lookups, Pivot Tables, Conditional Formatting, SUMIFS, and logical formulas). Demonstrated ability to build scalable, structured workbooks with built-in self-audits, reconciliation controls, and cross-tab verifications (tie-outs) to guarantee data accuracy
• Analytical Skills & Data Integrity: Proven ability to analyze complex data effectively and draw sound conclusions. Possesses an instinctive commitment to data verification and the discipline to mathematically tie out summary totals against raw baseline data before submitting deliverables
• Intellectual Curiosity & Resourcefulness: A drive to understand the business context and mechanics behind the numbers, with a demonstrated ability to research internal documentation and plan guidelines to solve problems
• Systemic Ownership & Receptivity: High accountability and openness to feedback, demonstrated by a habit of identifying root causes and implementing permanent process safeguards
• Survey & Program Experience: 2+ years of progressive analytical experience in Compensation, Total Rewards, or Financial Analysis, including experience with market survey platforms (Radford preferred) and focal merit/bonus cycles
• Discretion & Confidentiality: Proven track record of exercising strict discretion and integrity when handling confidential compensation data
• Collaboration & Problem Solving: Strong cross-functional collaboration and communication skills, with the ability to communicate progress, assumptions, and timelines clearly to minimize rework

Desirable

• As a Compensation Analyst, you will support the administration, analysis, and governance of SailPoint’s global compensation programs. This role contributes directly to core program execution, rigorous data modeling, stakeholder consultation, and program integrity
• In this position, you will help ensure our compensation practices remain competitive, equitable, and data-backed, while supporting global compensation strategy
• Global Market Benchmarking: Perform market benchmarking and job leveling evaluations utilizing published survey sources (Radford/Aon). Conduct ad-hoc pricing analyses for new and emerging roles to ensure salary structures remain market-competitive
• Program Administration & Data Audits: Provide analytical and administrative support for global base pay, incentive, and equity programs. This includes data entry, report generation, data analyses, Workday audits (grade profiles, bonus targets, allowances), and program documentation
• Annual Review Support: Support global annual focal review processes (merit, bonus, and equity planning) in Workday. Assist with system testing, adjustment modeling, leader review workbook preparation, budget tracking, and execution to ensure smooth program delivery
• Bonus Tracking: Manage monthly bonus calculations, applying proration rules and preparing verified summary reports for senior team review
• Consultation & Support: Provide guidance to People Managers, Talent Acquisition, and HRBPs regarding compensation recommendations, ensuring alignment with compensation philosophy, pay bands, and established governance guidelines
• Compensation-Related Inquiries: Manage and resolve compensation inquiries through ServiceNow, applying sound judgment and established policy interpretations
• Compliance & Governance: Support compliance with applicable global and regional compensation laws and pay transparency regulations
• Project Participation: Execute analytical tasks and modeling within compensation-related projects as assigned
• Within the First 30 Days:
• Foundational Acumen: Develop a comprehensive understanding of SailPoint’s compensation philosophy, job architecture, program rules, and internal documentation
• Systems Onboarding: Establish proficiency in navigating Workday Compensation, ServiceNow, and market survey repositories
• Process Shadowing: Shadow recurring operational deliverables (monthly bonus tracking, market pricing) to understand end-to-end data flows and quality checkpoints
• Stakeholder Engagement: Connect with key cross-functional partners to understand operational workflows and business expectations
• Proactive Communication: Actively raise clarifying questions when navigating ambiguity, proactively escalating potential risks early rather than waiting for roadblocks to impact delivery timelines
• Within the First 90 Days:
• Relationship Building: Establish effective working relationships with internal stakeholders
• Process Mastery: Deepen technical understanding of compensation programs, Workday modules, and core spreadsheet processes, demonstrating a solid grasp of underlying calculation logic
• Benchmarking Execution: Independently execute market benchmarking and job matching analyses using Radford/Aon datasets
• Independent Execution: Own standard and recurring operational deliverables, submitting verified, reconciled workbooks with built-in audit checks and minimal manager intervention
• Standard Stakeholder Support: Independently address and resolve standard, routine compensation inquiries from Talent Acquisition, HRBPs, and People Managers using documented guidelines
• Resource Mastery: Navigate internal knowledge bases and survey methodologies autonomously to resolve inquiries accurately
• AI Integration: Leverage enterprise AI tools alongside traditional modeling to streamline repetitive processes, support stakeholder communications, and refine spreadsheet mechanics
• Within the First 6 Months:
• Strategic Contribution: Translate compensation data into structured insights, providing objective perspectives to management
• Operational Reliability: Consistently manage project timelines and front-load analytical builds to ensure sufficient buffer for quality control prior to deadlines
• Continuous Improvement: Conduct root-cause analysis on process friction, implementing permanent error safeguards, automated tie-outs, and workflow enhancements
• Direct Stakeholder Support: Independently handle routine and escalated inquiries from HRBPs and Recruiters, interpreting documented policies, pay ranges, and approval processes to provide well reasoned guidance