Compensation and Data Analytics Specialist

emagine; Greater London; On-site; GBP 65,000 - 90,000; Full time

Job summary

emagine is seeking a Compensation and Data Analytics Specialist to support People & Culture by managing compensation processes, pay ranges, and workforce data analytics. The role reports to the Head of Compensation & Benefits within the Centre of Excellence and will develop dashboards, provide insights to the CPO, and collaborate with finance and ESG teams.

The role emphasizes data accuracy, governance, and the automation of reporting while supporting the annual compensation cycle and

Qualifications

• Experience with compensation market data (Mercer, WTW, Radford etc).
• Experience owning a compensation review across a number of years with the ability to show development in the process.
• Strong analytical and problem-solving skills.
• EU Pay Transparency Directive project exposure and involvement
• Proficiency in Excel and experience with data visualization tools (Power BI and Power Query).
• Understanding of HR metrics and workforce analytics.
• Excellent attention to detail and data accuracy.
• Can do attitude.

Responsibilities

• Manage and adjust pay ranges on a regular basis.
• Manage job families and sub families with a regular review of application and ensuring the model is agile to our evolving and growing business.
• Manage the annual compensation cycle (with the Head of Compensation and Benefits), ensuring a smooth process for managers, and a timely and onbudget process for the business in general.
• Act as the first level escalation point for compensation queries.
• Prepare regular and ad-hoc HR reports in addition to maintaining a regular reporting calendar for the CPO and senior stakeholders.
• Develop dashboards and visualizations using tools like Power BI, Excel Power Query and advanced pivots and control this use, as well as making sure we utilise the HR system and dashboards within to its fullest.
• Analyze trends and provide actionable insights by visualizing data and bringing it to life.
• Define roles, responsibilities, and policies for managing data.
• Secure and develop cycles of data management and playbooks for corporate intelligence.
• Understand your stakeholders and how they need to view data and make decisions.
• Understand the flow and core dependencies in your team and inter departmental dependencies.
• Categories and development should not stop once cycles are launched.
• Collaborate with HR Business Partners and Talent teams to understand data needs.
• Present findings in a clear, concise manner to non-technical stakeholders.
• Identify opportunities to automate reporting and improve data workflows.
• Support implementation of new HR technology, AI and analytics tools.
• Continually improve the compensation review process, and communication around it.

Skills

Analytical thinking

Attention to detail

Communication skills

Problem solving

Can‑do attitude

HR metrics understanding

Data interpretation

Data visualization

Tools

Excel

Power BI

Power Query

Job description

Role Overview

The Compensation and Data Analytics Specialist will support the People & Culture function by managing compensation process and pay ranges, collecting, analyzing, and reporting workforce data to enable data-driven decision-making.

The Compensation and Data Analytics Specialist will support the People & Culture function by managing compensation process and pay ranges, collecting, analyzing, and reporting workforce data to enable data-driven decision-making.

The role will report to the Head of Compensation & Benefits and will be positioned in this Centre of Excellence.

This role ensures Compensation processes run smoothly (annual review and pay ranges), review and ensure accurate data management, develops dashboards, and provides insights for the Chief People Officer, the People & Culture team, all centres of excellence and provide a conduit to teams such as finance and ESG.

Compensation

Key Responsibilities

• Manage and adjust pay ranges on a regular basis
• Manage job families and sub families with a regular review of application and ensuring the model is agile to our evolving and growing business.
• Manage the annual compensation cycle (with the Head of Compensation and Benefits), ensuring a smooth process for managers, and a timely and onbudget process for the business in general.
• Act as the first level escalation point for compensation queries

Data Management & Integrity & Governance

• Treat data as a strategic resource that adds value to the organization.
• Ensure it is accurate, complete, and accessible.
• Make data available to authorized users when needed and only to those with role-based access control parameters in place.
• Use data responsibly and transparently.
• Avoid bias and misuse in analytics or AI applications.
• Respect privacy laws and user consent.
• Maintain a data playbook following the implementation of our new HRIS which enables us to monitor entry, manage minimum criteria and records for accuracy.
• Work with colleagues in people operations to ensure this data accuracy by developing a core calendar and monitoring system.
• Provide clear training on maintaining this to any new people operations team members.

Reporting & Analytics

• Prepare regular and ad-hoc HR reports in addition to maintaining a regular reporting calendar for the CPO and senior stakeholders
• Develop dashboards and visualizations using tools like Power BI, Excel Power Query and advanced pivots and control this use, as well as making sure we utilise the HR system and dashboards within to its fullest.
• Analyze trends and provide actionable insights by visualizing data and bringing it to life.
• Define roles, responsibilities, and policies for managing data.
• Secure and develop cycles of data management and playbooks for corporate intelligence.
• Understand your stakeholders and how they need to view data and make decisions.
• Understand the flow and core dependencies in your team and inter departmental dependencies.
• Categories and development should not stop once cycles are launched.

Stakeholder Support

• Collaborate with HR Business Partners and Talent teams to understand data needs.
• Present findings in a clear, concise manner to non-technical stakeholders.

Process Improvement

• Identify opportunities to automate reporting and improve data workflows.
• Support implementation of new HR technology, AI and analytics tools.
• Continually improve the compensation review process, and communication around it.

Essential

Skills & Qualifications

• Experience with compensation market data (Mercer, WTW, Radford etc).
• Experience owning a compensation review across a number of years with the ability to show development in the process.
• Strong analytical and problem-solving skills.
• EU Pay Transparency Directive project exposure and involvement
• Proficiency in Excel and experience with data visualization tools (Power BI and Power Query).
• Understanding of HR metrics and workforce analytics.
• Excellent attention to detail and data accuracy.
• Can do attitude.

Potential Opportunities For Development And Training

• Broadening compensation experience
• GDPR and data privacy regulation training

Key Competencies

• Analytical thinking and data interpretation
• Strong communication skills for presenting insights
• Ability to manage multiple priorities and deadlines
• Collaborative mindset and stakeholder engagement
• Eagerness to learn how AI can be used in Compensation and Data processes responsibly.

We empower companies with high-end IT services

emagine is a high-end business, engineering & IT consulting company. Enabled by an extensive network of experts, emagine powers progress, solves challenges and delivers real results through tailored high-end consulting services. emagine is headquartered in Copenhagen, Denmark with departments in France, Germany, Ireland, the Netherlands, Norway, Poland, Portugal, Sweden, United Kingdom, United Arab Emirates as well as India. Over the last couple of years, the company has grown extensively, increasing its international footprint to become one of the biggest consultancies in its segment in Europe and beyond. emagine A/S is owned by private equity company Axcel and a group of senior staff and board members.

Are you our new colleague?

At emagine, we value diversity immensely. Both when it comes to backgrounds and competences, but also in relation to personality and individual ambition. We are a diverse and well-rounded group made up of experienced specialists, generalists, recent graduates and self-taught people. We are generally curious, helpful and happy to share knowledge with our colleagues.

We are proud of our values that are based on honesty, kindness, helpfulness and solidarity. We nurture a strong community culture, where cooperation is paramount – not just locally but also across borders with our international departments. Only in unison can we provide the best service to our clients and affiliated consultants – and that is our goal. As an employee of emagine, you will experience a close-knit culture in which people stand side by side and where there is an emphasis on building close relationships. Going to work must be a fun and enriching experience yet still provide a challenge. That is why we take several steps to ensure that work is motivating and engaging. Finally, we also strive to create the right conditions for physical and mental wellbeing.

Want to know more about what it is like to work at emagine?

Visit our Instagram to get a better idea of who we are or get in contact with our HR department.