Benefits and Compensation Analyst

Straumann Group; Andover (MA); On-site; USD 120,000 - 130,000; Full time

Benefits offered by this job

401(K) with company match

Health, dental, and vision insurance

Generous PTO

Job summary

Straumann Group is seeking a Benefits and Compensation Analyst in Andover, MA to design, administer, analyze, and continuously improve our employee benefits and compensation programs. You will translate complex data into practical recommendations for talent attraction, retention, and organizational performance.

Working with HR, Finance, and external partners, you will balance analytical duties with accurate program administration, regulatory compliance, and data governance to support

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, or a related field.

Responsibilities

• Conduct market pricing and competitive benchmarking using surveys and workforce data.
• Perform job evaluations and support job architecture, salary structures, and geographic differentials.
• Analyze internal equity and market trends to identify risks and actions.
• Support annual and off-cycle compensation processes including merit increases and promotions.
• Develop compensation models, budgets, and scenario analyses for planning.

Skills

Analytical skills

Quantitative skills

Ability to interpret data

Communication of findings

Education

Bachelor's degree in HR/Business/Economics

Tools

SAP SuccessFactors

Power BI

HRIS systems

Job description

Straumann Group

Position Title: Benefits and Compensation Analyst

Location/s: Andover (MA), United States

Job Category: Corporate & Support Functions

Company: STUS - Straumann US

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Position Summary:

The Benefits and Compensation Analyst supports the design, administration, analysis, and continuous improvement of the organization's employee benefits and compensation programs. This role uses market intelligence, workforce data, HR technology, and analytical tools to evaluate pay competitiveness, internal equity, benefit plan effectiveness, program costs, and employee experience.

Working closely with Human Resources, Talent Acquisition, Finance, business leaders, and external partners, the Benefits and Compensation Analyst translates complex data into practical recommendations that support talent attraction, retention, engagement, and organizational performance.

The role balances analytical and consultative responsibilities with accurate program administration, regulatory compliance, data governance, and responsive employee support.

Job Responsibilities:

Compensation Analysis and Program Support

• Conduct market pricing and competitive benchmarking using compensation surveys, labor‑market data, internal workforce information, and other relevant market resources.
• Perform job evaluations and support the maintenance of job architecture, career levels, salary structures, geographic differentials, job codes, and compensation guidelines.
• Analyze internal equity, pay compression, salary progression, market position, and other compensation trends to identify risks and recommend appropriate actions.
• Support annual and off‑cycle compensation processes, including merit increases, promotions, market adjustments, incentive awards, and salary‑structure updates.
• Develop compensation models, budget forecasts, and scenario analyses to support workforce planning and compensation decision‑making.
• Review proposed pay actions for consistency with compensation philosophy, internal equity, market competitiveness, and approved guidelines.
• Partner with Talent Acquisition and HR Business Partners to provide market data and compensation guidance for new hires, promotions, transfers, and retention situations.
• Support the design, implementation, and evaluation of base‑pay, incentive, recognition, and other compensation programs.
• Prepare decision‑ready compensation reports, dashboards, presentations, and recommendations for HR and business leadership.

Benefits Analysis and Program Support

• Support the administration and ongoing evaluation of health, dental, vision, retirement, wellness, leave, and other employee benefit programs.
• Analyze enrollment, participation, utilization, demographic trends, claims experience, plan costs, and employee feedback to evaluate program effectiveness.
• Develop reports and insights that identify benefit‑plan risks, cost drivers, service issues, and opportunities for program improvement.
• Support annual benefit renewals, open enrollment, plan changes, implementation activities, and employee communications.
• Coordinate with benefit brokers, consultants, carriers, and vendors to support accurate and effective program delivery.
• Monitor vendor service levels, data quality, issue resolution, and contractual performance.
• Review eligibility, enrollment, billing, and vendor data to identify discrepancies and ensure accurate benefit administration.
• Serve as an escalation resource for complex employee benefit questions and coordinate resolution with internal teams and external partners.
• Assist in developing clear, accessible Total Rewards communications that improve employee understanding and use of available programs.

Data Analytics, Reporting, and Technology

• Use enterprise HR systems, compensation platforms, business‑intelligence tools, and advanced spreadsheet capabilities to analyze compensation, benefits, and workforce data.
• Develop and maintain dashboards, scorecards, and key performance indicators measuring program competitiveness, cost, utilization, equity, and effectiveness.
• Automate recurring reports, audits, and analytical workflows to improve accuracy, efficiency, and access to information.
• Use AI‑assisted analytical tools appropriately to accelerate research, identify patterns, summarize data, and support scenario development.
• Validate AI‑generated outputs through independent analysis, source‑data review, and sound professional judgment.
• Maintain accurate compensation and benefits data within systems such as SAP SuccessFactors, or comparable HRIS platforms.
• Conduct regular data audits, reconciliations, and quality reviews to ensure information is complete, accurate, and consistent across systems.
• Document analytical methodologies, assumptions, data definitions, procedures, and controls to support repeatability and data governance.
• Identify opportunities to improve Total Rewards processes through automation, system enhancements, self‑service reporting, and emerging HR technologies.

Partnership and Decision Support

• Serve as an analytical resource and internal consultant to HR Business Partners, Talent Acquisition, Finance, and business leaders.
• Translate complex compensation, benefits, and workforce information into clear business insights and actionable recommendations.
• Provide analytical support for organizational changes, workforce planning, restructuring, job design, retention initiatives, and other business priorities.
• Partner with Finance on compensation budgets, benefit‑cost forecasts, workforce assumptions, and financial‑impact analyses.
• Present findings and recommendations to HR leadership and other stakeholders through concise reports, visualizations, and presentations.
• Monitor external market practices, regulatory developments, workforce trends, and emerging Total Rewards strategies.
• Support special projects such as pay‑equity reviews, benefit‑plan evaluations, job‑architecture initiatives, mergers and acquisitions, or HR technology implementations.

Compliance, Controls, and Governance

• Support compliance with applicable compensation and benefits laws and regulations, including FLSA, ERISA, ACA, COBRA, HIPAA, equal‑pay requirements, and pay‑transparency obligations.
• Assist with regulatory reporting, plan audits, internal controls, required notices, filings, and documentation.
• Audit compensation transactions and benefit records for alignment with company policies, approval requirements, and established program guidelines.
• Maintain appropriate confidentiality and safeguards for sensitive employee, compensation, benefits, and health‑related information.
• Partner with HR Operations, Payroll, Employer Relations, Finance, and external advisors to address compliance questions and implement required changes.
• Support the development and maintenance of compensation and benefits policies, procedures, process documentation, and governance standards.

Work Environment & Physical Attributes:

• General office environment.
• Sit for extended periods of time.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, or a related field, or an equivalent combination of education and relevant experience.
• 3+ years of progressively responsible experience in compensation, benefits, Total Rewards, HR analytics, or a related analytical role.
• Experience conducting market pricing, compensation analysis, benchmarking, job evaluation, or salary‑structure analysis.
• Working knowledge of employee benefits programs and benefit‑administration processes.
• Strong quantitative, analytical, and problem‑solving skills, including the ability to identify patterns, evaluate alternatives, and develop recommendations.
• Advanced proficiency in Microsoft Excel, including pivot tables, lookup functions, conditional formulas, data validation, and analytical modeling.
• Experience working with enterprise HRIS, compensation‑management, or benefits‑administration systems.
• Ability to interpret complex information and communicate findings clearly to both technical and nontechnical audiences.
• Strong organizational and project‑management skills, with the ability to manage multiple priorities and recurring deadlines.
• Demonstrated discretion when handling confidential employee and compensation information.

Preferred Qualifications:

• Experience with SAP SuccessFactors, or a comparable enterprise HR platform.
• Experience with Power BI, or similar data preparation and visualization tools.
• Experience supporting annual compensation planning, pay‑equity analysis, benefit renewals, or open enrollment.
• Familiarity with AI‑enabled analytical tools, workflow automation, and responsible use of generative AI in HR processes.
• Experience with compensation modeling, workforce forecasting, incentive analysis, or predictive analytics.
• Professional certification such as Certified Compensation Professional, Certified Benefits Professional, Certified Employee Benefit Specialist, SHRM‑CP, SHRM‑SC P, PHR, or SPHR.

Salary: $120,000- $130,000/Annually. The final pay for this position will vary based on geographic location and candidate experience relative to what the company reasonably anticipates for this position.

• Very Competitive total compensation plans (some positions include discretionary bonus, or Performance Share Units).
• A 401(K) plan to help you plan for your future with an employer match
• Great health, dental and vision insurance packages to fit your needs to ensure you're happy and healthy. Straumann contributes a healthy portion towards employees' premium.
• Generous PTO allowance - plenty of time to recharge those batteries!

Videos To Watch

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Equal Opportunity and affirmative action employer (US applicants only)

Straumann Group is an equal opportunity employer and will not discriminate against any employee or applicant for employment on the basis of race, color, sex, sexual orientation, gender identity, religion, creed, national origin, age, veteran status, or disability unrelated to job requirements. Straumann Group will take affirmative action to ensure that qualified applicants are employed and that employees are treated without regard to their race, age, color, religion, sex, sexual orientation, gender identity, national origin, veteran and disability status. In compliance with U.S. Department of Labor Executive Order 11246, Section 503 of the Rehabilitation Act, and Section 4212 of the Vietnam Era Readjustment Assistance Act, Straumann Group has developed and maintains an affirmative action program and plan.

We comply with the Employee Polygraph Protection Act (EPPA), and Massachusetts law. It is unlawful for private employers to use lie detector tests for pre-employment screening or during employment, except in limited circumstances. An employer who violates this law shall be subject to criminal penalties and civil liability.

EEO is the Law - English Acccessible Version

EEO is the Law - English

EEO is the Law - Spanish

EEO is the Law - Supplement

E-Verify Participation

IER Right to Work

Pay Transparency Nondiscrimination

Straumann Group EEO-AA Policy

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability.

Employment Type: Full Time

Alternative Locations: United States : Andover (MA)

Travel Percentage: 0%

Requisition ID: 21882

PI286588060