HR Analytics & Compensation Analyst

General Dynamics Land Systems–Canada; London; On-site; CAD 85,000 - 110,000; Full time

Job summary

General Dynamics Land Systems–Canada is seeking an HR Analytics & Compensation Analyst to advance our data-driven compensation programs and HR insights. The role focuses on analytics, data engineering, and AI automation to modernize processing and reporting.

You will develop dashboards, perform market benchmarking, and contribute to compensation planning while ensuring data privacy and governance. Relevant salary surveys and internal budgets will guide recommendations.

Qualifications

• Bachelor’s degree in a data/analytical field or related area.
• 3–5 years of data-driven experience (analytics, reporting, BI), preferably including HR analytics.
• Strong analytical skills; ability to structure analyses, interpret results, and explain findings clearly.
• Proficiency in Excel (PivotTables, formulas) and BI/visualization tools such as Power BI.
• Experience or interest in generative AI tools to improve efficiency.
• Strong communication skills to collaborate with HR and stakeholders.

Responsibilities

• Support HR analytics initiatives by collecting, validating, and analyzing data from multiple HR systems.
• Automate manual frameworks by overhauling legacy spreadsheets and HR processes.
• Build and maintain HR dashboards and standard reports (Excel, Tableau, Power BI).
• Engineer data pipelines to connect raw HR data into dashboards and analytics views.
• Identify trends and risks in workforce data and provide practical recommendations to HR and stakeholders.
• Integrate generative AI tools to streamline HR workflows (job descriptions, skills mapping, admin tasks).
• Use AI and automation to improve data quality checks, documentation, and reporting.
• Ensure predictive analytics and AI comply with data privacy requirements and pay transparency expectations.

Skills

Analytical thinking

Strong communication

Data analysis

Education

Bachelor’s degree in Data Analytics, Statistics, Computer Science, Mathematics, Economics, Business, Human Resources, or a related field

Tools

Excel

Power BI

AI tools

Job description

Description

HR Analytics & Compensation Analyst

Overview

We are seeking a detail-oriented, data-focused professional to support our compensation programs and broader HR analytics.

In this HR Analytics & Compensation Analyst role, you will apply your strong analytical and technical skills while developing and leveraging any compensation and total rewards knowledge.

You will help modernize our compensation structure, automate manual processes, and use analytics and AI tools to improve the quality and speed of HR insights. Your work will turn market and internal workforce data into clear, actionable information for HR and leaders across the organization.

While prior compensation experience is an asset, we are particularly interested in candidates with a strong analytics background who are interested in deepening their expertise in compensation and total rewards while advancing HR processes and automation, data engineering, and analytics.

Key Responsibilities

HR Analytics, Data Engineering & AI Automation

• Support HR analytics initiatives by collecting, validating, and analyzing data from multiple HR systems.
• Automate manual frameworks by overhauling legacy spreadsheets and HR processes.
• Build and maintain HR dashboards and standard reports (e.g., in Excel, Tableau, or Power BI) to provide clear, concise insights.
• Engineer data pipelines and processes to connect raw HR data into reliable dashboards and analytics views.
• Identify trends and risks in workforce data and provide practical recommendations to HR and stakeholders.
• Integrate modern generative AI tools to streamline HR workflows, including job description matching, skills mapping, and other high-volume administrative tasks.
• Use AI and automation tools to improve data quality checks, documentation, and routine HR and compensation reporting.
• Ensure predictive analytics and AI frameworks comply with applicable data privacy requirements and emerging pay transparency expectations.

Compensation & Total Rewards

• Participate in salary surveys and benchmark compensation practices against market data.
• Conduct analysis on GDLS-C’s compensation programs using the latest market data survey results.
• Prepare recommendations on salary structures and incentive award planning to attract and retain talent within budget.
• Develop compensation presentations and present to Leaders.
• Administer the annual compensation process for salaried employees, including modeling budgets and establishing guidelines for base pay and incentive planning within SuccessFactors.
• Prepare compensation planning worksheets within SuccessFactors and in Excel for unique situations.
• Participate in job evaluations.
• Lead the development and communication of compensation policies and procedures.
• Prepare compensation reports and analytics to support business decision-making.
• Participate in special projects related to HR automation and process improvement.

Required Qualifications

• Bachelor’s degree in Data Analytics, Statistics, Computer Science, Mathematics, Economics, Business, Human Resources, or a related field.
• Minimum 3–5 years of related experience in data-driven roles (e.g., analytics, reporting, or business intelligence), preferably including HR or workforce analytics.
• Strong analytical skills and comfort working with data; able to structure analyses, interpret results, and explain findings clearly.
• Proficiency in Excel (e.g., pivot tables, formulas); experience with BI/visualization tools such as Power BI.
• Experience or interest in generative AI tools to improve efficiency
• Strong communication skills and ability to work with both HR and stakeholders.

Preferred Qualifications

• Experience with compensation and total rewards concepts and apply them in a data-driven way.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.