Compensation Analyst

Balfour Beatty US; Northern (KY); Hybrid; USD 65,000 - 90,000; Full time

Benefits offered by this job

Hybrid work schedule

Job summary

Balfour Beatty US is seeking a Compensation Analyst to join our team in Malvern, PA. This role supports the design, administration, and analysis of compensation programs across multiple U.S. business units to ensure external competitiveness and internal equity.

The successful candidate will participate in market surveys, job evaluations, salary planning, data integrity, and compliance, while collaborating with HR leads and managers to guide compensation decisions in a hybrid work environment.

Qualifications

• Minimum 2 years of experience in compensation, HR analytics, or Finance.
• Working knowledge of compensation principles, salary structures, job evaluation methodologies, market pricing, incentive programs, and employment laws.
• Experience using HRIS systems and compensation survey tools.
• Intermediate to advanced Excel skills (formulas, pivot tables, data analysis, VLOOKUP/XLOOKUP).
• Knowledge of FLSA and basic compensation compliance requirements.

Responsibilities

• Support administration of core compensation programs (annual salary review, market adjustments, incentives).
• Assist LTIP processes (eligibility, nominations, vesting, audits, vendor management).
• Support job evaluation processes and grading recommendations.
• Provide compensation guidance for hires, promotions, transfers, and retention actions.
• Prepare standard and ad hoc compensation reports using HRIS and Excel.

Skills

Advanced Excel

HR analytics

Data analysis

Attention to detail

FLSA knowledge

Education

Associate degree

CCP certification

Tools

HRIS

Salary surveys

Job description

Summary

Balfour Beatty is seeking a Compensation Analyst to join our team in Malvern, PA.

The Compensation Analyst supports the design, administration, and analysis of compensation programs across multiple U.S. business units to support the organization's business objectives, attract and retain talent, and ensure external competitiveness and internal equity.

Essential Functions

Compensation Programs & Administration

• Supports the administration of core compensation programs, including annual salary review, market adjustments, and incentive programs across the U.S. business units.
• Assist with LTIP processes, including eligibility reviews, nomination support, vesting administration, monthly audit reconciliation, and vendor management.
• Support job evaluation processes, including reviewing job descriptions and making grading recommendations.
• Support manager on compensation guidance for new hires, promotions, internal transfers, and retention actions.

Salary Review & Market Adjustment

• Support annual salary planning, off‑cycle increases, promotions, and equity adjustments.
• Analyze pay recommendations and provide guidance to HR leads and managers.

Market Survey & Benchmarking

• Participate in external compensation surveys, including job matching, data submissions, and benchmarking analysis.
• Conduct job evaluations and market pricing using compensation survey data.
• Develop, maintain, and update salary ranges and support compensation structure reviews as guided by the Compensation Manager.

Reporting, Compliance & Data Integrity

• Prepare standard and ad hoc compensation reports using HRIS and Excel.
• Assist with audits, data validation, and documentation of compensation practices.
• Developed and maintained compensation and wages spreadsheet to support annual salary reviews, incentive compensation programs, and promotion and market adjustment evaluations, providing data-driven insights for compensation decision-making.
• Maintains compensation-related systems and databases, ensuring accurate employee data, market pricing information, reporting integrity, and process efficiency.
• Monitor compliance with federal, state, and local compensation regulations.

Administration

• Support the administration and communication of compensation programs, policies, and guidelines.
• Assist with presentations and employee communications.
• Support compensation projects, process improvements, and system enhancements.
• Participate in continuous improvement initiatives to increase efficiency and data accuracy.

Additional duties as assigned.

Education/Certifications

• Associate’s degree in Human Resources, Business Administration/Management, Finance, or Accounting
• Certified Compensation Professional (CCP) certification a plus

Minimum Requirements

• Minimum of 2 years of experience in compensation, HR analytics, or Finance
• Working knowledge of compensation principles, salary structures, job evaluation methodologies, market pricing, incentive programs, and relevant employment laws
• Experience using HRIS systems and compensation survey tools
• Intermediate to advanced Excel skills (formulas, pivot tables, data analysis, VLOOKUP’s/XLOOKUPS)
• Knowledge of FLSA and basic compensation compliance requirements
• Strong analytical skills with attention to detail

Preferred Requirements

• Experience in a multi-state/ multi-business organization
• Knowledge of incentive compensation and executive compensation programs

Soft Skills

• Strong written and verbal communication skills
• High level of discretion and ability to handle confidential information
• Strong organizational, attention to detail, and time management skills
• Ability to work independently and manage multiple priorities in a fast paced environment

Typical Physical Demands and Work Conditions

• Typical Physical Demands: Regularly use hands to manipulate tools, controls, phones and computer keyboard. Frequently stand, reach with hands and arms, climb, balance, and stoop. Sit and stand to do clerical work. Regularly lift and move office supplies up to 50 lbs.
• Typical Work Conditions: Work is primarily performed in an office setting but allows for a hybrid work schedule. Employees frequently interact directly with community management, facilities management, residents and staff members during the workday.

This job description does not list all of the responsibilities of the job. Incumbents may be asked to perform other functions. Incumbents will be evaluated in part based upon their performance of the responsibilities listed in this description.

The Company has the right to revise the job description at any time. The job description is not a contract for employment and either you or the Company may terminate employment at any time, with or without cause, with or without notice (subject to applicable laws)