Senior Compensation Analyst, Payscale
$93-139.8k
Offers Bonus 10%
Compensation software & data
Posted today
Compensation software & data
501-1000 employees
Posted today
$93-139.8k
Offers Bonus 10%
501-1000 employees
Company mission
To help organizations transform pay decisions from an uncertain compromise to a confident commitment.
Role
Who you are
- 5-6 years of hands-on compensation experience, with demonstrated expertise across multiple compensation discipline areas
- Deep working knowledge of:
- Benchmarking and market pricing across a variety of industries, geographies, and data sources
- Salary structure design, development, and analysis
- Job architecture, job family frameworks, and job leveling
- Compensation strategy development and implementation
- Strong project management skills with demonstrated ability to independently manage moderately complex client engagements, potentially involving cross-functional teams
- Excellent communication and presentation skills, with the ability to communicate sophisticated compensation concepts clearly to client stakeholders at various levels
- Advanced Excel proficiency and strong data analysis capabilities
- Demonstrated track record of mentoring and supporting other professionals in their development
- Basic proficiency or demonstrated ability to quickly learn compensation software platforms
Desirable
- Client-facing experience delivering complex consulting services to external clients
- Experience with global job architecture and international compensation structures
- Knowledge of variable pay structure design (incentive compensation, bonus structures)
- Experience with pay equity analysis and pay transparency initiatives
- Familiarity with Payscale's benchmarking and services platform
- Certification in compensation, such as CCP
- Background in consulting or professional services delivery
What the job involves
- Own Moderately Complex Client Engagements: Serve as project manager on moderately complex compensation projects, often requiring solutions from multiple functional areas; deliver client work with limited oversight
- Execute Comprehensive Compensation Solutions: Independently manage all project types within our service offerings, from stakeholder alignment and strategy development through structure modeling, job family frameworks, policy documentation, and communications training—tailoring approaches to unique client circumstances
- Provide Advanced Compensation Expertise: Deliver sophisticated benchmarking and market pricing analysis across multiple industries and geographies; develop and recommend salary structures; demonstrate expertise in job architecture and family frameworks
- Lead Escalations and Complex Conversations: Participate actively in tough client conversations alongside more senior team members; assist in developing and implementing solutions for complex compensation issues
- Support Revenue Team: Provide compensation expertise on prospect and renewal calls, helping the revenue team position capabilities and address client compensation questions
- Mentor and Develop Team: Serve as a mentor to Compensation Analyst I and II team members; participate in onboarding new team members; provide guidance, job shadowing, and quality control review of junior staff work
- Drive Internal Improvement: Manage and update internal documentation; identify opportunities for process improvement and team skill development
- Contribute Strategic Perspective: Bring industry and client insights to team discussions; participate in departmental strategic initiatives as delegated by management
Our take
Although pay isn't always the main motivator when it comes to selecting a new job, compensation matters for a raft of reasons. All things being equal, talent that is underpaid will pass on an uncompetitive offer and become demotivated by lower-than-market pay, and the gender gap in salaries sees women earning up to 20% less than men in the same roles, which is both unfair and bad for morale.
Payscale exists to provide a clear view of a company's overall offering while at the same time providing real-time data on the jobs market, allowing HR teams to adjust compensation and price jobs instantly and accurately in line with their industry's standards. It also gives job seekers information on expected salaries for the positions they are interested in, along with a range of career planning and negotiation tools.
This approach is sorely needed, as governments are beginning to legislate on pay transparency and job seekers are increasingly expecting to know where they stand compared to the people they'll be working next to. Already counting The Washington Post, United Healthcare and the New York Times among its customers, Payscale has grown steadily through marketing and aggressive acquisitions, and is now very well placed to take advantage of the move to benefits transparency in the HR sector.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
Company
Funding (last 2 of 4 rounds)
Jul 2011
$7m
EARLY VC
Jul 2007
$10.3m
SERIES C
Total funding: $27.5m
Company benefits
- Flexible paid time off (PTO)
- Paid holidays and floating holidays
- Company-sponsored volunteer hours
- Complimentary days off based on meeting company goals
- Comprehensive medical, dental, and vision, covered up to 100% by Payscale
- Life and disability insurance, covered up to 100% by Payscale
- Employee assistance program
- Flexible spending account
- Infertility benefits
- Company matched and immediately vested 401k
- Paid development hours
- Learning and development opportunities
- Regular pportunities to meet with executive leadership
- Annual remote work stipend for wellness or home office equipment
- 16 weeks paid parental leave
Company HQ
Pioneer Square, Seattle, WA
Leadership
Chris Hays
(CEO)Chris joined Payscale in 2024 as CEO. Prior to that, they spent nearly 8 years at ZoomInfo as the President & COO. They also spent 7 years at Inside Sales Team as a VP of Operations, and 10 years at Avaya as a Finance Director.
Lexi Clarke
(Chief of Business Operations)Lexi initially joined Payscale in 2020 as a Director of People, since then they have held various roles, becoming CPO in 2023. They previously worked in HR roles at Convoy, Redfin, Boeing, and One Kings Lane.
Kate Peter
(CCO)Previously a Global VP of Customer Experience at Anaplan, and Global Head of Customer Success at Harvard Business Publishing. They also spent 4 years at Gainsight in various roles, including Head of Enterprise Customer Success.
Peh Keong Teh
(Chief Product Officer)They have been at Symend since 2020, previously serving as President, CPO & CTO, now serving as an Executive Advisor. Previously they spent 3 years at Salesforce as a Senior VP of Marketing Cloud, 1 year at Oracle in product Management (Oracle Bare Metal Cloud), and 10 years at Microsoft in various roles, including Principal Group Program Manager (SQL Azure).
Philip Watson
(CFO)Previously the CFO at Paddle and a Portfolio Finance & Operations Director at Hg. They also spent over 7 years at ZoomInfo in various VP roles.
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