Compensation Analyst

AK Steel Corporation; Cleveland (OH); On-site; USD 65,000 - 90,000; Full time

Benefits offered by this job

Health insurance

Retirement plan

Education assistance

Paid time off

Job summary

Cleveland-Cliffs is seeking a Compensation Analyst at our Cleveland, OH headquarters. The role designs, administers, and delivers compensation programs including base pay, incentives, and select executive compensation initiatives, partnering with HR and leaders to ensure equity and timely processes.

The position emphasizes data analysis, job evaluation, market benchmarking, and annual planning, with strong focus on customer service and cross-functional collaboration.

Qualifications

• Bachelor’s degree in HR, business, finance or related field.
• 0-3 years in Compensation Administration or related analytic roles.
• Experience with job evaluation, market pricing, and annual planning.
• Advanced Excel skills and strong MS Office proficiency.
• Knowledge of FLSA and compliance requirements.
• Clear communications with HR, leaders and employees.

Responsibilities

• Analyze and administer compensation programs: base pay, incentives, executive elements.
• Provide market-informed recommendations and ensure internal equity.
• Support annual compensation planning, merit, bonus and equity processes.
• Participate in compensation surveys and benchmarking data analysis.
• Maintain equity tracking systems and process equity transactions.
• Collaborate with HR, Finance, and Payroll for alignment and accuracy.

Skills

Advanced Excel

Data analysis

Effective communication

Market pricing

FLSA knowledge

Education

Bachelor's degree in Human Resources, Business Administration, Finance, or related field

Tools

Workday

HRIS

Job description

Location: Cleveland, OH

Cleveland-Cliffs has an immediate opening for an Compensation Analyst at our headquarters in Cleveland, Ohio. The Compensation Analyst supports the design, administration, and delivery of the Cleveland-Cliffs’ compensation programs, including base pay, incentive plans, and select executive compensation initiatives. This role partners closely with Human Resources and business leaders to provide market-informed recommendations, ensure internal equity, and deliver accurate, timely compensation processes. With a strong focus on data analysis and customer service, the analyst plays a key role in job evaluation, market benchmarking, annual compensation planning, and equity program administration.

Summary of Responsibilities:

• Analyze and administer a broad range of compensation programs, including base pay, annual incentives, and select executive compensation elements (e.g., equity awards, retention programs).
• Develop and deliver compensation recommendations, including job evaluations, FLSA classification determinations, organizational structure evaluation, and pay adjustments aligned to market and internal equity.
• Provide high-quality, responsive support to Human Resources and business leaders through clear guidance, data-driven insights, and strong customer service.
• Participate in compensation surveys end-to-end, including job matching, data submission, and analysis of benchmarking results to inform competitive pay decisions.
• Leverage benchmarking tools, market data, and internal comparisons to evaluate roles, establish and maintain competitive salary ranges, identify emerging market trends, and support compensation strategy.
• Support the annual compensation planning cycle, including merit, bonus, and equity planning processes, system administration, and validation of results.
• Assist in the administration of executive and equity compensation programs, including processing equity transactions and maintaining accurate records.
• Serve as a point of contact for equity-related inquiries, providing clear and practical guidance on vesting, taxation, and transaction processes.
• Maintain and update equity tracking systems and employee records, ensuring data integrity, accurate reporting, and timely processing of equity and participant activity.
• Provide guidance and support to employees, HR partners, and leaders on compensation and equity topics to improve understanding and transparency.
• Perform advanced data analysis on compensation programs and HR metrics to identify trends, risks, and opportunities.
• Conduct regular audits of compensation data, programs, and transactions to ensure accuracy, consistency, and compliance.
• Partner closely with HR, Finance, and Payroll teams to ensure alignment and seamless execution of compensation and equity processes.
• Identify, recommend, and support system enhancements related to compensation and equity administration, ensuring alignment with payroll and HRIS processes.
• Contribute to special projects and initiatives, including compensation program design, pay equity analysis, executive compensation support, and process improvements.
• Perform other duties as assigned.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required.
• 0-3 years of experience in Compensation Administration required. Related analytical roles in Human Resources, Total Rewards, Finance, or related functions may be considered.
• Experience supporting core compensation processes, including job evaluation, market pricing, workforce planning, and annual compensation planning.
• Advanced Excel skills with the ability to analyze and interpret complex data sets; strong overall Microsoft Office proficiency.
• Working knowledge of compensation regulations, including FLSA and general compliance requirements.
• Effective communication skills with the ability to clearly explain compensation concepts to Human Resources, leaders, and employees.
• Ability to manage multiple priorities and work effectively in a fast-paced, deadline-driven environment.
• Adaptability and flexibility to navigate ambiguity and provide practical, well-reasoned recommendations.
• Sound judgment and ability tohandle sensitive and confidential information with discretion.
• Strong analytical, problem-solving, and organizational skills with attention to detail.
• Demonstrated ability to build effective working relationships and deliver excellent customer service across all levels of the organization.

Preferred Qualifications:

• Certified Compensation Professional (CCP), Certified Equity Professional (CEP), or progress toward certification preferred.
• Exposure to executive compensation and/or equity or stock plan administration preferred.
• Familiarity with compensation surveys, benchmarking methodologies, and market data analysis.
• Proficiency with HRIS systems (Workday strongly preferred)

The salary range for this role is $65,000-$90,000. An employee’s pay within the salary range will be based on numerous factors, including, but not limited to, relevant education, qualifications, experience, skills, geographic location, and business or organizational needs.

Cleveland-Cliffs is a leading North America-based steel producer with focus on value-added sheet products, particularly for the automotive industry. The Company is vertically integrated from the mining of iron ore, production of pellets and direct reduced iron, and processing of ferrous scrap through primary steelmaking and downstream finishing, stamping, tooling, and tubing. We offer an excellent total compensation package, including competitive pay with variable compensation opportunity, health insurance, retirement plan, education assistance, paid time off, and more.

Cleveland-Cliffs Inc. is committed to working with and providing reasonable accommodation to individuals with disabilities. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please send an e-mail to [e-mail] or call 1-[phone] and let us know the nature of your request and your contact information. Do not email your application materials to this email address. Application materials sent to this email address will not be considered.

Cleveland-Cliffs Inc. is an equal opportunity employer – M/F/Veteran/Disability. We are a drug-free workplace and conduct pre-employment screening as a condition of employment.