Senior Compensation Analyst

Loyola University Chicago; Chicago (IL); On-site; USD 90,000 - 100,000; Full time

Job summary

An established institution seeks a Sr. Compensation Analyst to enhance recruitment and retention through effective pay and rewards programs. In this pivotal role, you will analyze market data, design compensation structures, and collaborate across departments to implement best practices. Join a dynamic team committed to continuous improvement and making a significant impact in the higher education sector. If you have a passion for compensation analysis and a desire to contribute to a mission-driven organization, this opportunity is perfect for you.

Qualifications

• 7+ years of experience in compensation analysis in a consultative model.
• In-depth knowledge of compensation practices in higher education.

Responsibilities

• Analyze and administer staff pay and rewards programs.
• Serve as an internal consultant to advise and lead implementation efforts.

Skills

Compensation Analysis

Data Analysis

Project Management

Communication Skills

Excel Proficiency

Education

Bachelor’s Degree

Master’s Degree (desired)

Tools

MS Excel

Job description

Join to apply for the Sr. Compensation Analyst role at Loyola University Chicago

Join to apply for the Sr. Compensation Analyst role at Loyola University Chicago

Loyola University Chicago provided pay range

This range is provided by Loyola University Chicago. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

Base pay range

$90,000.00/yr - $100,000.00/yr

Founded in 1870, Loyola University Chicago is one of the nation’s largest Jesuit, Catholic universities, recognized for its academic excellence, commitment to community engagement, and leadership in sustainability. A Carnegie R1 research institution, Loyola leverages its status as one of an elite group of universities with the highest level of research activity to advance knowledge that serves communities and creates global impact. With15 schools, colleges, and institutes—including Business, Law, Medicine, Nursing, and Health Sciences—Loyola operates three primary campuses in the greater Chicago area and one in Rome, Italy, that provide students a transformative, globally connected learning experience. Consistently ranked among the nation’s top universities by U.S. News & World Report, Loyola is aSTARSGold-rated institution that is ranked as one of the country’s most sustainable campuses by The Princeton Review and has earned distinctions from AmeriCorps and the Carnegie Foundation for its longstanding record of service and community engagement. Guided by its Jesuit mission and commitment to caring for the whole person, Loyola educates ethical leaders who think critically, act with purpose, and strive to create a more just and sustainable world.

Job Summary:

The Sr. Compensation Analyst supports the University’s mission by analyzing and administering staff pay and rewards programs that enhance recruitment, engagement, and retention. Reporting to compensation leadership, the Sr. Analyst serves as an internal consultant to advise, educate, and lead implementation efforts. This role also focuses on continuous process improvement, guided by compensation best practices.

Essential Duties and Responsibilities include the following. Other duties may be assigned.

• Analysis:The Sr. Compensation Analyst will serve as the primary source for the identification of relevant market data and incumbent analyses for daily work as well as larger project efforts. As part of this function, the employee will evaluate and ensure salary survey submissions, receipt of data, and online storage of the University’s survey library. Maintaining key scope measures and peer group listings will the responsibility of this role.
• Design:Under the oversight of the Manager of Compensation, this role will assist in program analysis and design proposals as well as presentations related to pay and rewards programs, and changes in pay programs from the implementation planning to formal rollouts.
• Projects: The Sr. Compensation Analyst plays a key role in process-related projects as well as program-related projects such as job architecture andERPimplementation. This includes assisting in project planning and implementation. As appropriate, this role may serve as the Lead over small to mid-size projects under the oversight of the Manager of Compensation.
• Education and Collaboration:This role is expected to serve as a key ‘ambassador’ for the HR/Compensation function within the University. Reinforces compensation education with HR peers and internal departmental managers on various compensation principles, methodologies and processes. Strong partnerships and collaboration are key in meeting this requirement.
• Administration:Ensures administration of compensation and staff rewards programs associated with daily analysis and annual initiatives such as the annual merit process, and cyclical market pricing of all staff roles.

Qualifications

• Bachelor’s Degree required.
• Minimum of 7 years of mid- complex levels of compensation analysis working in a consultative service model.
• Possesses in-depth knowledge of compensation practices specific to higher education, including familiarity with a wide range of academic and administrative roles.
• Master’s degree in business, Human Resources or related field desired.
• CCPor progress towards certification.
• Proficiency in MS Excel including pivot tables, v-lookups, and data sorting/filtering required.
• Advanced Excel skills including complex formulae, data validations, conditional formatting and creating dynamic dashboards required.
• Background including project participation, compensation administration, analysis and design.
• Experience in communicating compensation-related concepts, processes (verbal and written) should reflect attention to detail, clarity, and negotiation.

Computer Skills

• Proficiency in MS Excel including pivot tables, v-lookups, and data sorting/filtering required.
• Advanced Excel skills including complex formulae, data validations, conditional formatting and creating dynamic dashboards required.

Certifications

• CCPor progress towards certification.

Seniority level

• Seniority level

  Mid-Senior level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Higher Education

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