Compensation Analyst

SailPoint Technologies Holdings, Inc.; United States; On-site; USD 67,000 - 113,000; Full time

Benefits offered by this job

Health insurance

401(k) plan with company match

Paid time off & holidays

Professional development support

Job summary

SailPoint is seeking a Compensation Analyst to support global base pay, incentives, and equity programs. You will assist with annual merit and bonus cycles in Workday, manage monthly bonus proration, and advise HR partners on compensation decisions.

The role emphasizes data integrity, cross-functional collaboration, and adherence to global compensation governance while leveraging leading tools like Workday and ServiceNow.

Qualifications

• 2+ years of compensation analytics or total rewards experience.
• Familiarity with market survey platforms (Radford preferred).
• Experience with Workday Compensation and ServiceNow tickets.”

Responsibilities

• Perform global base pay, incentive, and equity program analyses.
• Support annual focal review processes in Workday (merit, bonus, equity).
• Manage monthly bonus calculations and proration rules.
• Provide guidance to People Managers, TA, and HRBPs on compensation recommendations.
• Address compensation inquiries through ServiceNow with policy interpretations.
• Ensure compliance with global/regional compensation laws and pay transparency regulations.

Skills

Excel proficiency

Data analysis

Data integrity

Cross-functional collaboration

Confidentiality

Education

Bachelor's degree in HR, Finance, or related

Tools

Workday

ServiceNow

Radford

Job description

SailPoint is the leader in identity security for the modern enterprise. We empower organizations to control access, mitigate risk, and ensure compliance in today's cloud-oriented world, using a foundation of artificial intelligence and machine learning to deliver the right level of access to the right identities and resources at the right time. At SailPoint, you'll be more than just an employee; you'll be a part of a team that's shaping the future of Identity Security. We offer a collaborative environment, opportunities for growth, and the chance to make a real impact on organizations around the world. We live by our four I’s: innovation, integrity, impact, and individuals.

Key Responsibilities

• Global Market Benchmarking: Perform market benchmarking and job leveling evaluations utilizing published survey sources (Radford/Aon). Conduct ad-hoc pricing analyses for new and emerging roles to ensure salary structures remain market-competitive.
• Program Administration & Data Audits: Provide analytical and administrative support for global base pay, incentive, and equity programs. This includes data entry, report generation, data analyses, Workday audits (grade profiles, bonus targets, allowances), and program documentation.
• Annual Review Support: Support global annual focal review processes (merit, bonus, and equity planning) in Workday. Assist with system testing, adjustment modeling, leader review workbook preparation, budget tracking, and execution to ensure smooth program delivery.
• Bonus Tracking: Manage monthly bonus calculations, applying proration rules and preparing verified summary reports for senior team review.
• Consultation & Support: Provide guidance to People Managers, Talent Acquisition, and HRBPs regarding compensation recommendations, ensuring alignment with compensation philosophy, pay bands, and established governance guidelines.
• Compensation-Related Inquiries: Manage and resolve compensation inquiries through ServiceNow, applying sound judgment and established policy interpretations.
• Compliance & Governance: Support compliance with applicable global and regional compensation laws and pay transparency regulations.
• Project Participation: Execute analytical tasks and modeling within compensation-related projects as assigned.

Requirements

• Technical Proficiency & Workbook Integrity: Strong proficiency in Microsoft Excel (Lookups, Pivot Tables, Conditional Formatting, SUMIFS, and logical formulas). Demonstrated ability to build scalable, structured workbooks with built-in self-audits, reconciliation controls, and cross-tab verifications (tie-outs) to guarantee data accuracy.
• Analytical Skills & Data Integrity: Proven ability to analyze complex data effectively and draw sound conclusions. Possesses an instinctive commitment to data verification and the discipline to mathematically tie out summary totals against raw baseline data before submitting deliverables.
• Intellectual Curiosity & Resourcefulness: A drive to understand the business context and mechanics behind the numbers, with a demonstrated ability to research internal documentation and plan guidelines to solve problems.
• Systemic Ownership & Receptivity: High accountability and openness to feedback, demonstrated by a habit of identifying root causes and implementing permanent process safeguards.
• Survey & Program Experience: 2+ years of progressive analytical experience in Compensation, Total Rewards, or Financial Analysis, including experience with market survey platforms (Radford preferred) and focal merit/bonus cycles.
• Discretion & Confidentiality: Proven track record of exercising strict discretion and integrity when handling confidential compensation data.
• Collaboration & Problem Solving: Strong cross-functional collaboration and communication skills, with the ability to communicate progress, assumptions, and timelines clearly to minimize rework.

Preferred Qualifications

• Preferred Qualifications Bachelor’s degree in Human Resources, Finance, Business Analytics, or a related quantitative field, plus 2 years of relevant experience (or equivalent practical experience).
• Experience with global compensation practices and regulations (e.g., EU Pay Transparency Directive).
• Prior experience with the Workday Compensation module and ServiceNow ticketing.
• Familiarity with the application of AI tools in data analysis and process optimization within total rewards.

Path to Success (Milestones)

Within the First 30 Days

Foundational Acumen: Develop a comprehensive understanding of SailPoint’s compensation philosophy, job architecture, program rules, and internal documentation.
Systems Onboarding: Establish proficiency in navigating Workday Compensation, ServiceNow, and market survey repositories.
Process Shadowing: Shadow recurring operational deliverables (monthly bonus tracking, market pricing) to understand end-to-end data flows and quality checkpoints.
Stakeholder Engagement: Connect with key cross-functional partners to understand operational workflows and business expectations.
Proactive Communication: Actively raise clarifying questions when navigating ambiguity, proactively escalating potential risks early rather than waiting for roadblocks to impact delivery timelines.

Within the First 90 Days

Relationship Building: Establish effective working relationships with internal stakeholders.
Process Mastery: Deepen technical understanding of compensation programs, Workday modules, and core spreadsheet processes, demonstrating a solid grasp of underlying calculation logic.
Benchmarking Execution: Independently execute market benchmarking and job matching analyses using Radford/Aon datasets.
Independent Execution: Own standard and recurring operational deliverables, submitting verified, reconciled workbooks with built-in audit checks and minimal manager intervention.
Standard Stakeholder Support: Independently address and resolve standard, routine compensation inquiries from Talent Acquisition, HRBPs, and People Managers using documented guidelines.
Resource Mastery: Navigate internal knowledge bases and survey methodologies autonomously to resolve inquiries accurately.
AI Integration: Leverage enterprise AI tools alongside traditional modeling to streamline repetitive processes, support stakeholder communications, and refine spreadsheet mechanics.

Within the First 6 Months

Strategic Contribution: Translate compensation data into structured insights, providing objective perspectives to management.
Operational Reliability: Consistently manage project timelines and front-load analytical builds to ensure sufficient buffer for quality control prior to deadlines.
Continuous Improvement: Conduct root-cause analysis on process friction, implementing permanent error safeguards, automated tie-outs, and workflow enhancements.
Direct Stakeholder Support: Independently handle routine and escalated inquiries from HRBPs and Recruiters, interpreting documented policies, pay ranges, and approval processes to provide well reasoned guidance.

Benefits and Compensation listed vary based on the location of your employment and the nature of your employment with SailPoint. As a part of the total compensation package, this role may be eligible for the SailPoint Corporate Bonus Plan or a role-specific commission, along with potential eligibility for equity participation. SailPoint maintains broad salary ranges for its roles to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect SailPoint’s differing products, industries, and lines of business. Candidates are typically placed into the range based on the preceding factors as well as internal peer equity. We estimate the base salary, for US-based employees, will be in this range from (min-max, USD): $67,000 - $112,926.00 Base salaries for employees based in other locations are competitive for the employee’s home location.

Benefits Overview

• 1. Health and wellness coverage: Medical, dental, and vision insurance
• 2. Disability coverage: Short-term and long-term disability
• 3. Life protection: Life insurance and Accidental Death & Dismemberment (AD&D)
• 4. Additional life coverage options: Supplemental life insurance for employees, spouses, and children
• 5. Flexible spending accounts for health care, and dependent care; limited purpose flexible spending account
• 6. Financial security: 401(k) Savings and Investment Plan with company matching
• 7. Time off benefits: Flexible vacation policy
• 8. Holidays: 8 paid holidays annually
• 9. Sick leave
• 10. Parental support: Paid parental leave
• 11. Employee Assistance Program (EAP) and Care Counselors
• 12. Voluntary benefits: Legal Assistance, Critical Illness, Accident, Hospital Indemnity and Pet Insurance options
• 13. Health Savings Account (HSA) with employer contribution

SailPoint is an equal opportunity employer and we welcome all qualified candidates to join our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other category protected by applicable law. Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact [e-mail] or mail to 11120 Four Points Dr, Suite 100, Austin, TX 78726, to discuss reasonable accommodations. NOTE: Any unsolicited resumes sent by candidates or agencies to this email will not be considered for current openings at SailPoint.

SailPoint (Nasdaq: SAIL) is defining the new era of adaptive identity security. In a world where non-human identities now significantly outnumber humans, our AI-powered platform unifies identity, security, and data intelligence to protect today’s enterprise from advanced identity-based threats. We deliver the identity solution that spans both the breadth of identities and the depth of context needed to drive real-time access with confidence. Built on principles like zero-standing privilege and contextualized risk, our SailPoint platform transforms identity from a point of vulnerability into a powerful security advantage. Trusted by many of the world's leading organizations, SailPoint secures the enterprise with intelligent, autonomous identity security.

The employment policy of SailPoint is to provide equal opportunity to all persons, and it is SailPoint’s policy to take affirmative action to employ and advance in employment protected veterans and individuals with disabilities. It is SailPoint’s policy to recruit, hire, train and promote qualified individuals in all job titles, and ensure that all other personnel actions are administered without regard to race, color, religion, national origin, sex, military and/or veteran status, disability, or other legally protected status, and we will ensure that all employment decisions are based only on valid job requirements. SailPoint does not discriminate on the basis of national origin or citizenship status as provided under the Immigration Reform and Control Act of 1986. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities: Filing a complaint; Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of Section 503, VEVRAA, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; Opposing any act or practice made unlawful by Section 503, VEVRAA or their implementing regulations in this part, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; or Exercising any other right protected by section 503, VEVRAA or their implementing regulations. SailPoint will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business. SailPoint’s affirmative action program contains an audit and reporting system which enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, determine whether protected veterans and individuals with disabilities had had the opportunity to participate in company-sponsored activities, measure our compliance with the program’s specific obligations, and document actions taken to comply with these obligations.