Compensation Analyst

We are looking for a highly analytical and detail-oriented Compensation Analyst to join our Total Rewards team and support compensation programs across our global organization. This role will partner closely with the Director of Total Rewards and colleagues across Finance, HRIS, Talent Acquisition, and the People team. The Compensation Analyst will play an important role in ensuring our compensation programs are competitive, equitable, data-driven, and consistently administered across countries. The ideal candidate is someone who enjoys working with data, can turn complex compensation information into clear insights, and is comfortable balancing detailed analysis with practical business needs. This role will have exposure to a broad range of compensation activities, including annual merit and bonus programs, global market benchmarking, pay transparency, pay equity, and compensation-related special projects.

What you will do:

Annual Compensation Programs

• Support the annual merit and compensation review process, including data preparation, analysis, modeling, manager tools, audits, and reporting.
• Support the administration and analysis of annual bonus and incentive programs, including eligibility, target calculations, budget modeling, and reporting.
• Partner with HRIS to support system configuration, testing, data validation, and issue resolution for compensation cycles.
• Prepare compensation reports and analyses for HR leadership and business leaders.
• Help ensure compensation cycles are delivered accurately, on time, and in accordance with established guidelines and policies.

Global Compensation and Market Benchmarking

• Conduct global market benchmarking and job pricing using compensation survey data (Radford and Ravio).
• Support job matching and evaluation using established job architecture and compensation methodologies.
• Analyze internal pay data, range placement, compa-ratio, and market positioning to identify trends and potential areas of concern.
• Support recommendations for new roles, promotions, internal moves, and market adjustments.
• Assist with annual compensation survey submissions and validation of survey data.
• Monitor market trends and compensation practices across the countries in which the company operates.

Pay Transparency and Pay Equity

• Support the company global pay transparency initiatives, including preparation of compensation data, pay ranges, reporting, and documentation.
• Assist with analysis related to evolving EU pay transparency requirements and other applicable global and U.S. requirements.
• Support pay equity analyses and identify potential pay gaps or inconsistencies for further review.
• Maintain accurate compensation documentation, processes, and governance
  materials.

Compensation Analytics and Reporting

• Develop and maintain compensation models, spreadsheets, reports, and dashboards.
• Analyze compensation data to identify trends, outliers, internal equity considerations, and opportunities for improvement.
• Conduct scenario modeling and cost analysis to support compensation decisions.
• Translate analytical findings into clear, actionable recommendations.
• Maintain a high level of data accuracy and confidentiality when working with sensitive compensation information.

Special Projects

• Support the Director of Compensation with global compensation projects and initiatives.
• Participate in projects related to job architecture, salary structures, incentive programs, pay equity, compensation technology, and process improvements.
• Identify opportunities to improve compensation processes, reporting, data integrity, and the employee/manager experience.
• Research compensation practices, market trends, and emerging regulations as needed.

Partnership and Support

• Partner with HR Business Partners, Talent Acquisition, Finance, HRIS, Payroll, and other stakeholders on compensation-related questions and analyses.
• Provide guidance and data to support compensation decisions within established compensation philosophy and governance.
• Handle confidential compensation information with a high degree of discretion and professionalism. 
• Communicate compensation concepts and analysis clearly to both HR and non-HR audiences.

What you will need:

• 3–5 years of experience in compensation, Total Rewards, HR analytics, finance, or a related analytical field.
• Strong analytical and quantitative skills with demonstrated ability to work with large or complex data sets.
• Advanced Microsoft Excel skills, including PivotTables, XLOOKUP/VLOOKUP, SUMIFS, IF formulas, data validation, and data modeling.
• Experience analyzing compensation data, market data, salary ranges, or employee pay information.
• Strong attention to detail and commitment to data accuracy.
• Ability to handle highly confidential information appropriately.
• Strong organizational skills and ability to manage multiple priorities and deadlines.
• Excellent written and verbal communication skills.
  
  

What do we offer:

• Every Appfire team member is eligible for company equity, fostering a true sense of ownership and connection to our growth.
• Appfire provides unlimited PTO plus 10 paid holidays each year.
• Health insurance is 100% company-paid, with dental covered 50/50. Additional benefits include Vision, Group Term Life Insurance, Voluntary Life, Critical Illness, Accident, Long-Term Disability, and access to an Employee Assistance Program.
• Grow with Appfire University — our custom, on-demand learning platform designed to support your continuous development.
• Every employee receives 3 fully paid days each year to participate in our Corporate Social Responsibility (CSR) program supporting local communities.
• Employees can take advantage of Flexible Spending Accounts (FSA). They also receive a monthly stipend to support their remote-work setup, along with an Amazon account for ordering necessary equipment and peripherals. Through our benefits provider, employees are additionally eligible for fitness and wellness reimbursements.
• Appfire offers a competitive 401(k) plan with a company-matching component to help employees build long-term financial security.
• This role is fully remote and ideal candidate would be based in Eastern Time Zone.