Compensation Analyst

fnbcorp; Pittsburgh (Allegheny County); On-site; USD 70,000 - 95,000; Full time

Job summary

F.N.B. Corporation’s Compensation Analyst partners with HR and business leaders to design, administer, and continuously improve compensation programs that support organizational strategy, talent attraction, and retention.

This role provides analytical expertise and data‑driven recommendations to ensure equitable, competitive pay aligned with business objectives within a collaborative compensation team. As part of the Executive Compensation unit, the role emphasizes governance, accuracy, and

Qualifications

• BA or BS in a relevant field required.
• 3+ years of compensation experience preferred.
• CCP certification preferred.

Responsibilities

• Analyze, administer, and continuously improve base pay, variable, and supplemental compensation programs.
• Benchmark compensation and recognition programs to ensure internal equity and external competitiveness.
• Build compensation models and scenario analyses to support pay decisions and leadership discussions.

Skills

Communication

Customer service

Project management

Organizational skills

Detail orientation

Multitasking

Statistics/Analytics

HRIS Workday

PowerPoint

Excel

Education

BA or BS

Tools

Workday

Job description

Primary Office Location

626 Washington Place, Pittsburgh, Pennsylvania 15219.

Join our team. Make a difference - for us and for your future.

Position Title: Compensation Analyst

Business Unit: Executive Compensation

Reports to: Manager of Compensation and Equity

Position Overview

The Compensation Analyst partners with HR and business leaders to design, administer, and continuously improve compensation programs that support organizational strategy, talent attraction, and retention. This role provides analytical expertise, market insight, and data‑driven recommendations to ensure compensation practices are equitable, competitive, and aligned with business objectives. As part of a collaborative compensation team, the Compensation Analyst shares ownership of programs, projects, and client support while maintaining high standards of accuracy, governance, and service.

Primary Responsibilities

Compensation Programs and Strategy

Analyze, administer, and continuously improve base pay, variable, and supplemental compensation programs across the organization, supporting assigned business units and job families.

Serve as a trusted advisor to HR Business Partners and business leaders by providing guidance on compensation strategy, market trends, and pay decisions aligned with organizational goals.

Analysis, Modeling and Recommendations

Evaluate and benchmark compensation and recognition programs to ensure internal equity and external competitiveness, and develop data‑driven recommendations for pay actions and program changes.

Build compensation models and scenario analyses to support pay decisions, workforce planning, program design, and leadership discussions. Contributes to enterprise‑wide compensation strategy.

Data, Surveys and Governance

Lead compensation survey participation, ensuring accurate market benchmarking that informs competitive pay strategies, and manage the integration, validation, and ongoing maintenance of internal and external compensation data.

Ensure compensation practices, data, and recommendations comply with internal governance standards, pay equity principles, audit requirements, and accuracy expectations.

Communication, Education and Enablement

Design and deliver tools and education that enable leaders to make confident, informed pay decisions, education, and executive‑ready presentations to support consistent and informed decision‑making.

Supporting multiple business units and job families and presenting insights to leadership across the large, multi‑line financial organization.

Collaboration and Project Execution

Collaborate across HR and key business functions (Legal, Finance, IT, Payroll) to support compensation programs and initiatives.

Partner with other Compensation Analysts to share ownership of projects and client groups.

Manage multiple initiatives with competing priorities while maintaining accuracy, discretion, and strong client service.

Performs other related duties and projects as assigned.

All employees have the responsibility and the accountability to serve as risk managers for their businesses by understanding, reporting, responding to, managing and monitoring the risk they encounter daily as required by F.N.B. Corporation’s risk management program. F.N.B. Corporation is committed to achieving superior levels of compliance by adhering to regulatory laws and guidelines. Compliance with regulatory laws and company procedures is a required component of all position descriptions.

Minimum Level of Education Required to Perform the Primary Responsibilities of this Position

BA or BS

Minimum # of Years of Job Related Experience Required to Perform the Primary Responsibilities of this Position

3

Skills Required to Perform the Primary Responsibilities of this Position

• Excellent communication skills, both written and verbal
• Excellent customer service skills
• Excellent project management skills
• Excellent organizational, analytical and interpersonal skills
• Detail‑oriented
• Ability to work and multi‑task in a fast paced environment
• Working knowledge of basic statistical and analytical methods, with the ability to interpret trends and apply insights to compensation decisions
• Strong experience with HRIS applications, including Workday
• Proficiency in creating executive ready Microsoft PowerPoint presentations
• Intermediate proficiency in Microsoft Excel, including analysis, graphing, combining data from multiple sources, and troubleshooting

Licensures/Certifications Required to Perform the Primary Responsibilities of this Position

CCP preferred

Physical Requirements or Work Conditions Beyond Traditional Office Work

N/A

Equal Employment Opportunity (EEO)

It is the policy of F.N.B. Corporation (FNB) and its affiliates not to discriminate against any employee or applicant for employment because of age, race, color, religion, sex, national origin, disability, veteran status or any other category protected by law. It is also the policy of FNB and its affiliates to employ and advance in employment all persons regardless of their status as individuals with disabilities or veterans, and to base all employment decisions only on valid job requirements. FNB provides all applicants and employees a discrimination and harassment free workplace.

FNB will not provide sponsorship for employment‑based visas for this position; only candidates who are legally authorized to work in the U.S. will be considered.