Hybrid Total Rewards Analyst & Compensation Partner

Spectraforce Technologies, Inc.; Mettawa (IL); Hybrid; USD 70,000 - 95,000; Full time

Job summary

Spectraforce Technologies, Inc. seeks a Total Rewards Business Partner / Compensation Analyst to manage end-to-end compensation activities, ensure data integrity in Workday, and support year-end planning.

The role emphasizes high-volume offer development for external hires and internal mobility within a hybrid work model in Mettawa, IL. You will partner with TA and HRB to explain compensation rationale, while upholding internal equity and SLA commitments.

Qualifications

• Bachelor's degree in Human Resources Management, Business Administration, Finance, Analytics, or a related field.
• Minimum of 2-4 years of direct compensation/total rewards experience, or transferable HR experience with compensation knowledge.
• Advanced Microsoft Excel proficiency with Pivot Tables, VLOOKUP/INDEX MATCH, and complex formulas.
• Experience reviewing and auditing data in Workday or similar HRIS platforms.
• Strong analytical judgment to interpret data, identify anomalies, and apply sound business sense.
• Excellent verbal and written communication to present compensation insights to managers.

Responsibilities

• Develop 10-15+ compensation offers per week for external hires and internal moves.
• Advise Talent Acquisition and Business HR on offer rationale and data points.
• Meet high-volume offer SLAs (24-48h external; 48-72h internal).
• Pull and audit large HRIS data extracts to ensure accuracy for year-end planning.
• Support annual reward cycles, promotions, and market survey submissions.

Job description

Spectraforce Technologies, Inc. seeks a Total Rewards Business Partner / Compensation Analyst to manage end-to-end compensation activities, ensure data integrity in Workday, and support year-end planning.

The role emphasizes high-volume offer development for external hires and internal mobility within a hybrid work model in Mettawa, IL. You will partner with TA and HRB to explain compensation rationale, while upholding internal equity and SLA commitments.