Senior Compensation Analyst

Boldr; Philippines; On-site; PHP 1,000,000 - 2,000,000; Full time

Job summary

Boldr is the first global B-Corp dedicated to delivering world-class client experiences while creating dignified, meaningful work for communities worldwide. As Senior Compensation Analyst, you will own day-to-day execution of Boldr's global compensation programs and serve as the primary backup for the Senior Manager, Total Rewards on compensation operations.

You will lead job evaluation, market benchmarking, job architecture, and salary banding, ensuring internal equity and external

Qualifications

• Experience designing and maintaining compensation programs.
• Strong data analysis and benchmarking capabilities.
• Ability to align global pay structures across regions.
• Excellent collaboration with cross-functional teams.

Responsibilities

• Shape Boldr's global compensation strategy with the Senior Manager.
• Own job leveling frameworks and salary structures; lead market benchmarking.
• Lead compensation projects end-to-end and manage timelines and stakeholders.
• Design dashboards, data models and analytics with data integrity across HRIS.
• Pilot AI-enabled workflows to improve speed and consistency; advise on complex pay decisions.

Skills

Job evaluation

Market benchmarking

Salary banding

Data analysis

Project management

AI workflows

Tools

PayScale

Payfactors

Job description

A LITTLE BIT ABOUT Boldr

Boldr is the first global B-Corp dedicated to delivering world-class Client experiences while creating access to dignified, meaningful work in communities around the world. We are a global team, united by our desire to connect diverse people with common values for boldr impact.

LET'S START WITH OUR VALUES

• Meaningful connections start with AUTHENTICITY
• We do our best work by being CURIOUS
• We grow by remaining DYNAMIC
• Our success combines AMBITIOUS VISION with OPERATIONAL EXCELLENCE
• At the heart of great partnerships we'll always find EMPATHY

WHAT IS YOUR ROLE

As Senior Compensation Analyst, you own the day-to-day technical execution of Boldr's global compensation programmes and serve as the primary backup point of contact for the Senior Manager, Total Rewards on compensation operations. You are the team's deepest technical expert on job evaluation, market benchmarking, job architecture, and salary banding, and the first point of contact for compensation matters when the Senior Manager is unavailable. You will help maintain our compensation structures, conduct job evaluations, and market benchmarking activities that keep Boldr's pay practices internally equitable and externally competitive. You bring rigour and consistency to how Boldr levels roles and builds pay structures globally, lead cross-functional compensation projects end to end, and act as a trusted advisor on complex, high-impact pay decisions. You also help modernize how the Total Rewards team works, including introducing AI-enabled workflows to improve speed and consistency, and mentor other members of the team on compensation methodology. You will also work closely with colleagues across People Business Partners, Finance, and People Operations to provide accurate, well-organised compensation data and analysis that supports decision-making and help maintain fairness, competitiveness, and compliance across all regions.

WHY DO WE WANT YOU

We are currently looking for impact-driven individuals who are passionate in helping Boldr grow and achieve our Purpose. We expect our Team to become our ultimate partners to success by always giving their 110% in everything, sharing their talents and quirks, and championing our core values: Curious, Dynamic and Authentic.

WHAT WILL YOU DO

• Compensation Strategy & Design Shape Boldr's global compensation strategy alongside the Senior Manager, weighing in on how it should evolve as the business changes, and help maintain continuity of in-flight strategic initiatives when the Senior Manager is unavailable. Own job leveling frameworks and salary structures day to day, and lead market benchmarking (e.g., Mercer, Radford), including scoping methodology and validating results. Turn compensation data into inputs for financial planning, pay equity audits, and total rewards forecasting, and flag where the numbers suggest a change in approach.
• Job Architecture & Leveling Drive clarity and consistency in job architecture, levelling frameworks, and compensation bands globally, and build the levelling guides, career ladders, and job description standards that keep it consistent across regions and business units. Partner with internal stakeholders on new and evolving roles to make sure they're scoped and levelled consistently with existing architecture.
• Operational Excellence & Program Management Conduct job evaluations, analysis, salary benchmarking and job scoping for the business. Co-lead the annual compensation review cycle and related meetings, and lead compensation projects end to end (timelines, stakeholder coordination, status reporting) across People Operations, People Business Partners, Finance, and external comp tool vendors; strong project management skills are essential to this role. Design and maintain the dashboards, data models, reports and analytics the Total Rewards team relies on, and set the standards for data integrity across HRIS and compensation systems (e.g., PayScale, Payfactors). Champion process improvement, including piloting and rolling out AI-enabled workflows to improve speed and consistency, and serve as a key technical advisor to People Business Partners and Talent Acquisition on complex or high-stakes pay decisions and global offer strategies.
• Governance & Compliance Track local regulatory requirements (e.g., pay equity, wage transparency, labour laws) across regions and flag risk areas before they become problems. Design and run internal audits and reviews, tightening compensation policies and documentation standards where gaps turn up, and build out related communications and training materials for People Leaders.
• Collaboration & Influence Serve as the primary backup point of contact for compensation matters when the Senior Manager is out or unavailable, and serve as a trusted advisor on complex, high-impact pay decisions. Prepare compensation findings, trends, and recommendations to People leadership and business stakeholders. Mentor other Total Rewards team members o