Lead Compensation Analyst

Remote; San Francisco (CA); On-site; USD 150,000 - 190,000; Full time

Benefits offered by this job

Comprehensive healthcare coverage (med

Lyra for Lyrians; coaching and therapy

Equity in the company through RSUs

Paid parental leave

401K with matching up to 3%

Monthly tech allowance

Well-being perks and activities

Job summary

Lyra Health is seeking a Lead Compensation Analyst to manage core global compensation processes and advise HR and business leaders. You will report to the Director, Global Compensation and blend data modeling with strategic consultation to keep pay practices competitive, fair, and compliant across regions.

In this role, you will lead the annual global compensation cycle, administer short- and long-term incentive programs, manage job leveling, and run key total rewards initiatives.

Qualifications

• Bachelor’s degree in HR, Business, Finance, Accounting, Economics, or related field.
• 7+ years of progressive compensation experience with multi-region/global operations.
• Direct experience with Workday Compensation modules is required.
• Advanced Excel/Google Sheets data modeling and auditing skills.
• Experience with market pricing platforms and salary survey data.

Responsibilities

• Lead the global annual compensation cycle including merit and equity allocations.
• Administer short- & long-term incentive programs and market benchmarking.
• Model budgets, payout forecasts, and cost scenarios for leadership.
• Provide compensation guidance to HRBPs, Talent Acquisition, Finance, and Sales Ops.
• Develop manager guidelines and training resources for compensation processes.
• Ensure compliance with wage laws and pay transparency regulations.

Skills

Compensation analysis

Data modeling

Workday

Advanced Excel/Sheets

Stakeholder management

Market benchmarking

Communication

Education

Bachelor’s degree in HR/Business/Finance

CCP preferred

Tools

Workday Core/Advanced Compensation

Job description

Defining the future of work & living globally

Lyra Health is a leading provider of evidence-based mental health care, serving more than 20 million people globally in partnership with employers and more than 100 million through health plan and partner relationships. The company has delivered more than 15 million sessions of mental health care, published more than 35 peer-reviewed studies, and delivered unmatched outcomes in terms of access, clinical effectiveness, and cost efficiency. Extensive peer-reviewed research confirms Lyra’s transformative care model helps people recover twice as fast and results in a 26% annual reduction in overall healthcare claims costs. Lyra is transforming access to life-changing mental health care through Lyra Empower, the only fully integrated, AI-powered platform combining the highest-quality care and technology solutions.

About the Role

The Lead Compensation Analyst manages core global compensation processes and serves as an advisor to HR and business leaders. Reporting to the Director, Global Compensation, this lead individual contributor role blends data modeling with business consultation to keep our pay practices competitive, fair, and compliant across all operational regions.

In this role, you will lead the annual global compensation cycle, administer short- and long-term incentive programs, manage job leveling and market benchmarking, and run key total rewards initiatives. You will partner directly with HR Business Partners, Talent Acquisition, Finance, and Sales Operations, while helping managers and employees better understand our compensation philosophy and structures.

Responsibilities

Compensation Consultation & Business Partnership

Act as the primary compensation advisor for HR Business Partners, Talent Acquisition, and business leaders—providing guidance on candidate offers, promotions, market adjustments, job evaluation and leveling, and other elements of compensation.

Partner with leaders to explain market trends, pay practices, and policy application across different regions.

Work cross-functionally with Sales Operations and Finance on shared compensation initiatives to ensure operational alignment, accurate budgeting, and proper plan governance.

Evaluate and market-price new and evolving roles to recommend job levels, salary bands, and job family placements.

Lead benchmarking projects using survey data to evaluate market competitiveness and recommend updates to pay structures.

Maintain the global job catalog and architecture, suggesting updates to leveling guidelines and benchmarking standards as the organization grows.

Support the analysis, evaluation, and administration of short-term (bonus) and long-term (equity/LTI) incentive programs to ensure they align with business objectives and drive performance.

Annual Compensation Cycle Administration

Lead the end-to-end planning and execution of the global annual compensation review cycle (merit, promotions, equity allocations, and short-term incentives)—including eligibility audits, budget analysis, Workday testing, payout calculations, and post-cycle audits.

Model merit budgets, incentive payout forecasts, and cost scenarios for HR and Finance leadership, while tracking cycle timelines, approval workflows, and policy exceptions.

Partner with Communications and Talent Development to create and deliver clear manager guidelines, timelines, and training resources for a smooth cycle.

Data Analysis, Reporting & Process Improvement

Analyze internal pay data to conduct pay equity reviews, run cost scenarios, and evaluate market positioning.

Turn complex datasets into clear summaries, dashboards, and executive presentations to support decision-making.

Serve as the functional expert for compensation systems; partner with HRIS on Workday updates, configuration testing, data integrity, and process improvements.

Identify opportunities to leverage modern AI tools and technology to automate manual reporting, streamline data workflows, and improve operational efficiency across compensation operations.

Training, Compliance & Project Management

Build and deliver compensation training materials to help managers and employees understand pay structures, our compensation philosophy, and how to navigate compensation conversations.

Maintain active oversight of wage and hour regulations, local and global pay transparency laws, and labor compliance regulations across operating regions.

Manage projects independently.

Qualifications

Education & Experience Requirements

Education: Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, or a related field (or equivalent work experience).

Compensation Experience: 7+ years of progressive compensation experience with strong hands‑on background in program administration, job evaluation, short‑term incentives, and market benchmarking across multi‑region or global operations (e.g., Americas, EMEA, APAC).

HRIS Skills: Direct experience with Workday (both Core Compensation and Advanced Compensation modules required).

Analytical Skills: Advanced proficiency in Excel or Google Sheets, with a proven ability to model, audit, and analyze complex datasets.

Benchmarking Platforms: Hands‑on experience using market pricing platforms and global salary survey data.

Communication & Influence: Strong consultative and presentation skills, with a track record of building trust with leaders, explaining pay concepts clearly to non‑HR audiences, and partnering effectively with HR and Finance teams.

Deep understanding of job evaluation methodologies, market pricing, salary structures, incentive plan mechanics (STI/LTI), and annual review cycles.

Strong working knowledge of compensation compliance regulations, including FLSA, global pay transparency legislation, and international pay practices.

Ability to run projects independently with minimal oversight, handle complex pay scenarios with sound judgment, and maintain strict confidentiality.

Demonstrated interest or experience in using AI tools and technology solutions to optimize workflows, automate routine compensation analysis, and increase operational productivity.

Certified Compensation Professional (CCP) preferred

• Comprehensive healthcare coverage (including medical, dental, vision, FSA/HSA, life and disability insurances)
• Lyra for Lyrians; coaching and therapy services
• Equity in the company through discretionary restricted stock units
• Competitive time off with pay policies including vacation, sick days, and company holidays
• Paid parental leave
• 401K with up to 3% matching
• Monthly tech allowance
• We like to spread joy throughout the year with well‑being perks and activities, surprise swag, regular community celebration…and more!