Senior Compensation Analyst

Talento, Inc; Deerfield Beach (FL); On-site; USD 110,000 - 155,000; Full time

Job summary

TalentoHC is seeking a Senior Compensation Analyst to own the full broad-based compensation function for North America. You will lead sales compensation, the annual compensation review, and labor budgeting, while moving processes from spreadsheets to automated solutions.

You will collaborate with HR leadership, Finance, Accounting, and Operations, presenting recommendations to senior executives and driving governance for pay structures and equity across the US, Canada, and the Caribbean.

Qualifications

• 7+ years of progressive compensation experience across broad-based, hourly, variable pay, and sales programs.
• Hands-on experience designing and modeling sales incentive plans and payout analysis.
• Advanced Excel and financial modeling skills; experience with compensation systems.
• Proven track record moving manual processes to automated tools.
• Strong knowledge of salary structures, market pricing, pay equity, and compliance.

Responsibilities

• Design and administer sales incentive plans with targets and payout rules.
• Lead annual compensation planning and labor budgeting with HR, Finance, and executives.
• Automate the annual review process to improve accuracy and reduce effort.
• Maintain salary/hourly structures and geographic differentials across regions.
• Run annual market pricing and provide pay recommendations for hires and promotions.
• Lead pay equity analyses and compliance across jurisdictions.
• Own compensation analytics and consolidate data from multiple sources.
• Serve as compensation lead for Oracle HCM implementation and upgrades.

Skills

Advanced Excel

Financial modeling

Executive presentation

Cross-functional collaboration

Analytical thinking

Education

Bachelor's degree in HR/Finance/Business

Tools

Oracle HCM

ADP Workforce Now

Power BI

Tableau

Payfactors

ERI

Job description

About the Opportunity

TalentoHC is partnering with a global, $1B organization to hire a Senior Compensation Analyst for its North American operations. The company has 14 sites across the United States, Canada, and the Caribbean.

This is a high-visibility role for a compensation leader who wants to own the full broad-based compensation function and modernize it. You'll lead sales compensation, the annual compensation review, and labor budgeting. You'll also move key processes from spreadsheets to scalable, automated solutions. You'll work closely with HR leadership, Finance, Accounting, and Operations, and present recommendations directly to senior executives.

The ideal candidate is a strong analyst and modeler who can turn complex plan design questions into clear, confident recommendations, and who enjoys building better processes.

Key Responsibilities

Sales Compensation (about 30% of the role)

• Design and administer sales incentive plans, including sales targets, product-based commission rates, thresholds, targets, and stretch goals.
• Model the cost and payout distribution of proposed plan changes with Finance, and present recommendations to leadership.
• Align incentive design with business strategy, product mix, and industry dynamics.

Annual Compensation Planning and Labor Budget

• Lead the annual compensation review with HR leadership and senior executives. Assess salary structure alignment, performance, market adjustments, and promotions for each leader's organization.
• Build the annual labor budget in partnership with Finance, including workforce planning and succession planning for upcoming retirements.
• Streamline and automate the annual review process to reduce manual effort and improve accuracy.

Salary Structures, Market Pricing, and Governance

• Maintain salary and hourly wage structures, geographic differentials, and job evaluations across the US, Canada, and the Caribbean.
• Run annual market pricing to keep pay competitive. The company targets base pay above the market median, with flexibility up to the 75th percentile.
• Provide pay recommendations for new hires, promotions, transfers, and new roles. Manage exceptions through established approval thresholds and the compensation committee.

Hourly and Variable Pay

• Design and evaluate variable pay programs for hourly employees, including productivity incentives, skill-based pay, shift differentials, and premium pay.

Compliance and Pay Equity

• Lead pay transparency compliance across jurisdictions, including California, using current market data.
• Conduct pay equity audits and advise leaders on inequities, compression, and other compensation risks.

Analytics, Systems, and Process Improvement

• Own compensation analytics and reporting. Consolidate data from spreadsheets and systems into a single, reliable source.
• Serve as the compensation business lead for Oracle HCM, including rebuilding and optimizing the compensation module.
• Find opportunities to standardize, simplify, and automate compensation processes.

Qualifications

• 7+ years of progressive compensation experience, including broad-based, hourly, variable pay, and sales compensation programs.
• Hands‑on experience designing and modeling sales incentive plans, including product-based commissions and payout distribution analysis.
• Advanced Excel and financial modeling skills; experience with compensation systems and analytics tools.
• Proven record of moving manual, spreadsheet-based processes into systems or automated tools.
• Strong knowledge of salary structures, market pricing, job evaluation, pay equity, pay transparency, and wage‑and‑hour compliance.
• Experience supporting a multi‑site workforce, preferably in manufacturing or a comparable industrial environment.
• Understanding of cost centers and labor budgeting, with experience partnering with Finance, Accounting, and Operations.
• Confident executive presence, with the ability to present recommendations to senior leaders and influence decisions.
• Comfortable working across time zones and traveling to company sites.
• Experience with Oracle HCM, ADP Workforce Now, Payfactors, ERI, Power BI, or Tableau preferred.
• Bachelor's degree in Human Resources, Finance, Business Administration, or a related field preferred; equivalent experience considered.