Senior Compensation Analyst (Remote) — Pay Equity Leader

Talentify

Chicago (IL)

Hybrid

USD 100,000 - 135,000

Full time

14 days+

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Benefits offered by this job

Medical, Dental, and Vision Coverage

Holiday and Vacation Time

Health & Wellness Days

Bonus Day for Your Birthday

Job summary

Applied Systems is seeking a Senior Compensation Analyst to join the People team in a hybrid/remote role from Chicago. You will own the compensation spectrum from job architecture to annual planning, driving fairness and market competitiveness across base, variable pay, and equity programs.

Ideal candidates have 5+ years in compensation, advanced Excel, and experience with benchmarking and multi-jurisdiction pay requirements.

Qualifications

5+ years of progressive compensation experience including base pay, variable pay, and job architecture.
Advanced Excel skills: pivot tables, queries, and data storytelling.
Experience administering full compensation planning cycles with system configuration, UAT and reporting.
Hands-on with third-party compensation surveys (Radford/Aon, Culpepper, WTW).
Familiarity with pay equity analysis and multi-jurisdiction reporting requirements.

Responsibilities

Develop and administer compensation and job-architecture frameworks that keep Applied internally equitable and externally competitive.
Own the annual compensation planning cycle from start to finish, including system configuration, UAT, budgeting, cycle execution, and training with People Team Partners and leaders.
Partner with People Team to evaluate roles, navigate job placement, and ensure consistent job documentation across the organization.
Build compensation models for salary grades, pay equity analyses, and variable pay targets; translate findings into cost/benefit decisions.
Serve as the compensation systems expert; own system administration and drive automation to boost efficiency.
Support administration of equity programs, including analysis and grant decisions.
Conduct compensation benchmarking for international markets with statutory research and data-driven pay recommendations.
Stay current on compensation-related laws and apply changes to programs to remain compliant.
Share knowledge with junior team members and build compensation literacy across the People function.