Remote Compensation Architect: Pay Structure & Analytics

isolved

United States

On-site

USD 85,000 - 120,000

Full time

14 days+

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Job summary

isolved is seeking a Compensation Analyst to design and maintain compensation architecture, including salary structures, merit processes, and pay equity initiatives. This role serves as a trusted analytical partner to HR leadership, Finance, and HR Business Partners.

You will translate market data and internal analysis into practical pay decisions, build tools and dashboards, and lead benchmarking with Radford, Mercer, CompAnalyst, and PayScale to improve precision and speed.

Qualifications

Bachelor's degree in Human Resources, Business, Finance, or a related field.
3+ years of experience in compensation, HR analytics, or total rewards with demonstrated ownership of comp planning cycles and program design.
Proven ability to build salary structures and job architecture, not just administer within existing frameworks.
Experience running or supporting a full merit cycle end to end, including budgeting, execution, and reconciliation.
Strong analytical and Excel modeling skills with the ability to build compensation models and translate outputs into clear recommendations.
Hands-on experience with market benchmarking tools such as Radford, Mercer, CompAnalyst, or PayScale.
Familiarity with HRIS platforms and the ability to pull, validate, and work with compensation data.
Sound judgment with confidential information and the communication skills to partner effectively across HR, Finance, and Legal.

Responsibilities

Design and implement salary ranges across all functions and levels using market benchmarking data, establishing the foundation for isolved's compensation band structure.
Own the full merit cycle end to end, including budget modeling, manager guidance, approval workflows, payroll reconciliation, and post-cycle analysis.
Build and maintain a job leveling and titling framework that supports pay equity, career pathing, and consistent hiring decisions across the organization.
Lead survey participation, job matching, and competitive analysis using benchmarking tools such as Radford, Mercer, or CompAnalyst, and translate research into actionable recommendations.
Conduct and maintain pay equity reviews, surface gaps, recommend corrections, and track progress over time.
Design compensation models, dashboards, offer-decisioning tools, and reporting that HR, Finance, and Recruiting rely on to make faster, more confident decisions.
Identify and implement AI tools and automation to improve benchmarking speed, analysis accuracy, and reporting efficiency across compensation processes.
Partner directly with HR Business Partners, Finance, Legal, and Recruiting to support compensation decisions that touch every stage of the talent lifecycle.