Compensation Analyst

F.N.B. Corporation; Pittsburgh (Allegheny County); On-site; USD 75,000 - 110,000; Full time

Job summary

F.N.B. Corporation is seeking a Compensation Analyst in Pittsburgh to partner with HR and leaders to design, administer, and improve compensation programs aligned with business goals.

The role emphasizes market insights, data-driven recommendations, governance, and cross-functional collaboration within Executive Compensation. A BA/BS and 3 years of related experience are required.

Qualifications

• BA or BS degree required.
• Minimum of 3 years of related experience.
• Excellent communication and customer service skills.
• Strong project management, analytical, and interpersonal abilities.
• Detail-oriented with ability to multi-task in a fast-paced environment.
• Proficiency in statistical methods and data interpretation for pay decisions.
• Working knowledge of HRIS applications, including Workday.
• Proficient in creating executive-ready PowerPoint presentations.
• Intermediate Excel skills for data analysis and visualization.

Responsibilities

• Analyze, administer, and improve base pay, variable, and supplemental compensation programs across the organization.
• Advise HR Business Partners and leaders on compensation strategy and market trends.
• Build compensation models and scenario analyses for pay decisions and workforce planning.
• Lead compensation survey participation and manage data integration, validation, and governance.
• Ensure governance, audit readiness, and data accuracy in compensation processes.
• Prepare executive-ready presentations and enable informed decision-making across units.
• Collaborate with Legal, Finance, IT, Payroll and other HR functions on programs and initiatives.

Skills

Communication

Customer service

Project management

Organization & analytics

Detail-oriented

Multi-tasking

Statistics

Workday HRIS

PowerPoint

Excel

Education

BA/BS degree

Tools

Workday HRIS

PowerPoint

Excel

Job description

Primary Office Location: 626 Washington Place, Pittsburgh, Pennsylvania 15219.

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.
• Contribute 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; produce executive‑ready presentations to support consistent and informed decision‑making.
• Support multiple business units and job families and present 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.
• Perform other related duties and projects as assigned.

Compliance & Risk Management

All employees have the responsibility and accountability to serve as risk managers for their businesses by understanding, reporting, responding to, managing and monitoring the risk they encounter daily. Compliance with regulatory laws and company procedures is a required component of all position descriptions.

Minimum Level of Education Required

BA or BS.

Minimum # of Years of Job Related Experience Required

3 years.

Skills Required

• 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

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.