Get JOB AND COMPENSATION ANALYST

Compensation Analyst Responsibilities: Analyzing and interpreting the company's remuneration programs. Reviewing a wide range of relevant compensation data to ensure the company's remuneration policies are competitive. Contributing company data to compensation surveys. Analyzing results of compensation surveys.

Projected job growth for compensation analysts is 6% from 2018-2028. There are over 7,711 compensation analysts currently employed in the United States. There are 19,344 active compensation analyst job openings in the US based on job postings. The average salary for a compensation analyst is $66,487.

The compensation analyst looks at each role and performs an analysis of similar positions both inside and outside of the company to determine the amount of pay a candidate should receive for their work. They provide the figures to upper management to budget for a new employee or plan their financial goals for the year.

review or redesign of the compensation strategy; simplification of pay structures and processes; recognition of high potentials and retention of key employees; benefits policies and engagement of employees.

Compensation analysts research, implement, and oversee an organization's pay structure. They train to become experts on industry salaries, benefits, and remuneration policies and advise senior members of an organization on what to pay team members at various points of their employment.

It can take 2 years as an entry-level Compensation Analyst to progress to the senior compensation analyst position. Each advanced Compensation Analyst position requires approximately 2 years of experience at each level to advance in your Compensation Analyst career path.

Extensive knowledge of quantitative and qualitative research methods. Extensive knowledge of human resource laws, regulations and best practices. Excellent written and verbal communication skills. Excellent organizational and time management skills.

Compensation analysts research, implement, and oversee an organization's pay structure. They train to become experts on industry salaries, benefits, and remuneration policies and advise senior members of an organization on what to pay team members at various points of their employment.