Compensation Analyst II

The Compensation Analyst supports the development and administration of the organization’s pay programs to ensure they are competitive, equitable, and aligned with business strategy. This role is responsible for researching, analyzing, and managing salary structures, incentive plans, and benefits programs. The analyst partners closely with HR, finance, leadership, and external consultants to maintain internal consistency and market competitiveness. Market Benchmarking & Surveying Conduct market benchmarking: gather external salary and benefits data from surveys, reports, and public sources to compare compensation practices Participate in/lead compensation surveys: decide which surveys to participate in, manage submissions, interpret results Compensation Structures & Job Evaluation Build and maintain internal compensation structures: define salary ranges, pay grades, bands, job levels, and ensure consistency across roles Review and/or write accurate job descriptions, evaluate job duties to determine classification (exempt vs. non-exempt), compare roles internally Compensation Programs & Administration Support salary increases, incentive plans, merit programs: manage annual raise cycles, bonuses, promotions, equity adjustments Provide guidance on legal compliance: ensure compensation practices follow relevant laws and regulations (e.g. FLSA, pay equity, labor laws) Analysis & Reporting Collect, clean, and analyze compensation data: both internal data (staff pay, history, performance) and external market data Create reports and dashboards for leadership: present findings — trends, gaps, cost implications, recommendations Maintain systems and data integrity: update compensation databases, ensure accuracy of job codes, titles, pay ranges Qualifications Bachelor’s Degree in Human Resources, Business, Finance, Economics, or related field Relevant experience (2-5 years) in compensation, total rewards, HR analytics, or related HR field Strong analytical skills; ability to work with data, perform quantitative analysis, modeling Familiarity with compensation laws and regulations Proficiency with HRIS/compensation software and Excel (data manipulation, dashboards) Positive safety attitude and personal integrity – both are non-negotiable Detail-oriented and accurate Good communication skills: able to explain complex data and compensation philosophy to executives, managers, and employees Strong project management skills (ability to manage cycles, survey participation, etc.) Ethical judgment (confidential data, fairness) Ability to think strategically: balancing business cost constraints, market competitiveness, employee retention PPC Partners is an Equal Opportunity Employer

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