Senior Compensation Strategist & Analytics Partner

01 & 04 Woodward, Inc.; Fort Collins (CO); On-site; USD 85,000 - 125,000; Full time

Benefits offered by this job

401(k) match (4.5%)

Annual stock contribution (5%)

Tuition reimbursement

12 paid holidays

Medical, dental, and vision insurance

Paid parental leave

Life insurance

Job summary

Woodward is seeking a Senior Compensation Analyst in Fort Collins, CO to deliver market-based compensation programs and advise HR partners on pay decisions and job architecture.

Reporting to the Director of Compensation, the role combines analytic rigor with consulting skills to drive equitable outcomes across the organization, including salary planning, merit cycles, and compliance with pay equity laws.

Qualifications

• Bachelor's degree in Accounting, HR, or related field.
• 5+ years of experience in corporate compensation.
• Strong consulting and partner-management capabilities.
• Experience with HR systems (Workday/SuccessFactors/SAP) preferred.

Responsibilities

• Serve as a trusted compensation consultant to HR partners on programs, market competitiveness, pay decisions, and job evaluations.
• Collaborate with HR to align market practices with business objectives.
• Conduct compensation analyses, market pricing, and cost impact assessments.
• Lead external surveys and maintain market data.
• Support annual compensation programs, including salary planning and merit cycles.
• Ensure compliance with pay equity and wage-hour regulations.

Skills

Analytical skills

Partnership building

Consulting to leadership

Business acumen

Education

BA/BS in Accounting or HR

Tools

Workday

SuccessFactors

SAP

Job description

Woodward is seeking a Senior Compensation Analyst in Fort Collins, CO to deliver market-based compensation programs and advise HR partners on pay decisions and job architecture.

Reporting to the Director of Compensation, the role combines analytic rigor with consulting skills to drive equitable outcomes across the organization, including salary planning, merit cycles, and compliance with pay equity laws.