Senior Compensation Analyst

Hunter Sage; Sugar Land (TX); On-site; USD 110,000 - 140,000; Full time

Benefits offered by this job

CCP certification

Power BI

Workday

Executive compensation experience

Job summary

Hunter Sage is seeking a Senior Compensation Analyst in Sugar Land, TX to own and shape compensation strategy beyond maintenance work. You will build structures, benchmark against the market, and collaborate with leadership to ensure competitive, fair pay.

The role offers growth toward Compensation Manager or Total Rewards Manager as the organization scales. You will lead job architecture, develop pay guidelines, and create models and dashboards for executives.

Qualifications

• 5+ years of progressive compensation experience.
• Strong background in market pricing, compensation analysis, salary structures, and benchmarking.
• Experience with job architecture, job leveling, and compensation frameworks.

Responsibilities

• Develop and refine job architecture, leveling, codes, and compensation structures.
• Conduct market benchmarking and pay analysis for corporate and hourly populations.
• Establish salary ranges and compensation guidelines.
• Evaluate roles for compensation levels and FLSA classification.
• Support external compensation surveys and analyze market data.

Skills

Compensation analysis

Market pricing

Excel advanced

Financial modeling

Data interpretation

Communication with leadership

Education

Bachelor’s degree

Tools

Excel (PivotTables, VLOOKUP)

Power BI

Workday

Job description

We’re partnering with a growing organization in Sugar Land to identify a Senior Compensation Analystwho is ready to take on significant ownership and help shape the future of its compensation strategy.

This is not a maintenance-only compensation role. You’ll step into an evolving environment where you can create structure, improve programs, influence decisions, and become a key compensation resource for leadership. As the function grows, this position offers a clear path toward a Compensation Manager or Total Rewards Manager opportunity.

Responsibilities:

• Develop and enhance the organization’s job architecture, leveling framework, job codes, and compensation structures
• Perform market benchmarking and competitive pay analysis across corporate and hourly employee populations
• Establish and maintain salary ranges and compensation guidelines
• Evaluate roles for appropriate compensation levels and FLSA classification
• Participate in external compensation surveys and analyze market data from sources such as Mercer, WTW, Radford, and similar platforms
• Support annual merit and incentive planning, including data review, modeling, approvals, system preparation, and payroll coordination
• Conduct analyses related to pay equity, pay transparency, minimum wage requirements, and compensation compliance
• Advise HR and business leaders on offers, promotions, internal moves, and other compensation decisions
• Build compensation models, dashboards, reports, and recommendations for leadership
• Assist with executive compensation analysis and special compensation projects
• Create manager-facing compensation resources, guidelines, and communications
• Partner closely with HR, Finance, and business leadership to ensure compensation programs remain competitive, equitable, and aligned with business needs
• Play an integral role in developing scalable compensation processes as the organization continues to grow

Qualifications:

• 5+ years of progressive compensation experience
• Strong background in market pricing, compensation analysis, salary structures, and benchmarking
• Experience with job architecture, job leveling, and compensation frameworks
• Ability to work independently and take ownership of compensation initiatives from analysis through implementation
• Advanced Excel capabilities, including PivotTables, VLOOKUPs, macros, and complex compensation modeling
• Strong analytical judgment with a high level of accuracy and attention to detail
• Ability to translate compensation data into clear recommendations for HR and business leaders
• Experience supporting both hourly and corporate employee populations is highly desirable
• Manufacturing industry experience is preferred
• Bachelor’s degree preferred; highly relevant experience may be considered in lieu of a degree

Additional pluses:

CCP certification, Power BI, Workday, and executive compensation experience.