Senior Compensation Analyst

Final Mile; Oak Brook (IL); On-site; USD 54,600 - 91,000; Full time

Job summary

Final Mile is seeking a seasoned compensation professional to analyze and administer base pay, incentives, and other rewards across the organization. You will conduct market pricing, maintain pay structures, support job leveling and equity analyses, and ensure compliance with state and federal requirements, working with HR partners and leaders.

The role requires 4-6+ years of experience, strong Excel skills, and experience with HRIS systems such as Workday, SAP, or Oracle, with CCP designation

Qualifications

• 4–6+ years of compensation analysis or total rewards experience.
• Experience with compensation planning tools and large datasets.
• Familiarity with HR concepts and practices.

Responsibilities

• Analyze and administer compensation programs including base pay, incentives, and other programs.
• Conduct market pricing analyses and develop pay recommendations.
• Document methodology, rationale, and recommendations for pay decisions.
• Support development and maintenance of pay structures, ranges, and guidelines.
• Participate in surveys and ensure equity and competitiveness.

Skills

Analytical skills

Attention to detail

Communication skills

Confidential information handling

Education

Bachelor's degree in HR/Finance/Business/Math

Tools

Microsoft Excel

Workday

SAP

Oracle

Job description

Essential Job Functions

Compensation Program Administration and Market Pricing

• Analyze and administer compensation programs, including base pay, short- and long-term incentives, commissions, and other compensation-related programs.
• Conduct market pricing analyses using published compensation surveys and internal data; interpret survey results and develop pay recommendations based on market competitiveness, internal equity, and business needs.
• Document compensation analysis methodology, assumptions, rationale, and recommendations to support consistent and defensible pay decisions.
• Support the development and maintenance of pay structures, salary ranges, compensation grades, and compensation guidelines aligned with company objectives.
• Participate in compensation surveys and analyze market data to help ensure competitive and equitable pay practices.

Job Architecture, Leveling, and Pay Equity

• Conduct job evaluations, update and maintain job descriptions, and support a consistent job architecture framework across the organization.
• Support career framework, job leveling, compensation grade, and salary range alignment across functions and business units.
• Conduct internal equity and pay analyses to identify trends, pay gaps, and potential risks; recommend corrective actions where appropriate.
• Support FLSA classification reviews and job exemption analyses in partnership with HR, Legal, and business leaders.

Compensation Planning and Cycle Support

• Own or lead portions of annual compensation planning processes, including merit, bonus incentive, and salary planning cycles.
• Prepare, compile, and analyze compensation data, reports, and spreadsheets to support decision-making, leadership review, and internal compensation cycles.
• Maintain accurate employee and job-related compensation data in the HRIS or related systems; generate, validate, and reconcile standard and ad hoc reports.
• Assist in the implementation and improvement of compensation tools, systems, and processes.

Stakeholder Consultation, Compliance, and Governance

• Consult with HR business partners and business leaders regarding offers, promotions, adjustments, retention-related pay decisions, and incentive eligibility.
• Provide compensation guidance to ensure pay decisions align with internal equity, market competitiveness, company policies, budgets, and approval requirements.
• Monitor and assist with state and federal pay reporting and compliance requirements, including pay transparency, equal pay legislation, applicable wage and hour requirements, and accurate data collection and reporting.
• Support compensation policy interpretation, audit requests, documentation, controls, and governance processes to promote consistency and compliance.
• Maintain organized compensation documentation, including job descriptions, internal files, process guides, analysis support, and decision rationale.
• Additional duties and responsibilities as assigned.

Minimum Qualifications

• Degree in Human Resources, Finance, Business Administration, Mathematics, or a related quantitative field.
• 4-6+ years of experience in compensation analysis or total rewards. (internships and relevant project work are a plus).
• Strong proficiency in Microsoft Excel (e.g., complex formulas, modeling, data validation, pivot tables, VLOOKUPs).
• Experience with compensation planning tools.
• Familiarity with data entry and a high level of comfort working with large datasets.
• Exceptional attention to detail and commitment to data accuracy.
• Strong analytical and problem‑solving abilities.
• Excellent written and verbal communication skills.
• Proven ability to handle sensitive and confidential information with integrity.
• Prior experience with an HRIS system, e.g., Workday, SAP, or Oracle.
• Understanding basic HR concepts and practices.
• Certified Compensation Professional (CCP) designation or progress toward certification preferred.

Salary: Up to $91,000/year base salary plus bonus eligibility

This is an estimated range based on the circumstances at the time of posting, however, may change based on a combination of factors, including but not limited to skills, experience, education, market factors, geographical location, budget, and demand

Benefits

We offer a comprehensive benefits plan including:

• Medical
• Dental
• Vision
• Flexible Spending Account (FSA)
• Employee Assistance Program (EAP)
• Life & AD&D Insurance
• Disability
• Paid Time Off
• Paid Holidays