Sr. Compensation & Data Analyst (Remote)

Niagara Bottling, LLC; United States; Remote; USD 87,000 - 127,000; Full time

Benefits offered by this job

Medical, including virtual care

Dental

Vision

401(k) with company match

Health Savings Account with company 15

Job summary

Niagara Bottling, LLC is seeking a Sr. Compensation & Data Analyst to partner with the Director of Compensation and provide insights for compensation decisions and talent strategy.

The role emphasizes benchmarking, market analyses, and governance of compensation programs across the organization. This remote position supports the annual compensation cycle, including merit processes, pricing, and validation between PayFactors and Workday.

Qualifications

• Minimum Qualifications: 4+ years of experience in compensation analysis and/or administration of compensation programs
• 4+ years of experience in a compensation analyst (or comparable) role
• 4+ years of experience managing projects and delivering results across multiple stakeholders

Responsibilities

• Serves as a trusted advisor and SME on compensation principles, policies, and procedures; provides clear recommendations to enable timely, consistent decision-making
• Drives evaluation of pay practices and programs across the organization; synthesizes data and stakeholder input to deliver actionable recommendations that improve competitiveness, internal equity, and program effectiveness
• Owns complex compensation analyses and interprets trends to provide executive-ready insights, scenarios, and recommendations to HR leadership
• Leads end-to-end, organization-wide compensation projects and annual compensation cycle planning (e.g., merit), owning project plans, timelines, communications, data quality controls, and stakeholder alignment through execution
• Owns market pricing for company jobs: determines benchmark matches, recommends job leveling/classification, and establishes recommended pay ranges; documents methodology and pricing rationale to support consistent governance and decision-making
• Leads job description review to ensure responsibilities and requirements are complete, consistent, and aligned to job levels/role expectations; recommends edits to support accurate market pricing and internal equity
• Establishes, maintains, and enforces SOPs and data/document maintenance standards (governance, version control, and audit readiness); drives adoption to ensure business continuity and consistent execution of compensation processes
• Owns preparation and submission of organizational data for compensation and total rewards surveys, ensuring data validation, audit trail documentation, and on-time delivery
• Stays current on industry best practices and leads continuous improvement efforts by identifying opportunities, influencing stakeholders, and implementing scalable process and reporting enhancements
• Leads compensation-related compliance analyses and audits by partnering with HR and Legal to identify risks, assess impact, and drive remediation actions
• Owns data integrity between Niagara’s compensation system (PayFactors) and HRIS (Workday) by designing and executing audit/reconciliation controls, maintaining accurate records, performing root‑cause analysis, and driving corrective and preventive actions with stakeholders
• Owns compensation analytics/process improvements by translating business needs into requirements, partnering on configuration/testing, and delivering reporting and self‑service enhancements that improve accuracy, speed, and user experience

Skills

Advanced Excel

Data analysis

Education

Bachelor's Degree in business, finance, HR, or other related field

Tools

Workday

PayFactors

Job description

At Niagara, we’re looking for Team Members who want to be part of achieving our mission to provide our customers the highest quality most affordable bottled water.

We offer competitive compensation and benefits packages for our Team Members.

Sr. Compensation & Data Analyst (Remote)

The Sr. Compensation and Data Analyst is a subject matter expert who partners closely with the Director of Compensation to provide insights and recommendations that inform compensation decisions and talent strategy. Owns benchmarking and market analyses to assess the competitiveness of the organization’s pay practices, including base pay, short-term incentives, and other compensation programs. Leads compensation process design, governance, and standard operating procedures to ensure consistent, compliant, and scalable compensation practices across Niagara.

• Serves as a trusted advisor and SME on compensation principles, policies, and procedures; provides clear recommendations to enable timely, consistent decision-making
• Drives evaluation of pay practices and programs across the organization; synthesizes data and stakeholder input to deliver actionable recommendations that improve competitiveness, internal equity, and program effectiveness
• Owns complex compensation analyses and interprets trends to provide executive-ready insights, scenarios, and recommendations to HR leadership
• Leads end-to-end, organization-wide compensation projects and annual compensation cycle planning (e.g., merit), owning project plans, timelines, communications, data quality controls, and stakeholder alignment through execution
• Owns market pricing for company jobs: determines benchmark matches, recommends job leveling/classification, and establishes recommended pay ranges; documents methodology and pricing rationale to support consistent governance and decision-making
• Leads job description review to ensure responsibilities and requirements are complete, consistent, and aligned to job levels/role expectations; recommends edits to support accurate market pricing and internal equity
• Establishes, maintains, and enforces SOPs and data/document maintenance standards (governance, version control, and audit readiness); drives adoption to ensure business continuity and consistent execution of compensation processes
• Owns preparation and submission of organizational data for compensation and total rewards surveys, ensuring data validation, audit trail documentation, and on-time delivery
• Stays current on industry best practices and leads continuous improvement efforts by identifying opportunities, influencing stakeholders, and implementing scalable process and reporting enhancements
• Leads compensation-related compliance analyses and audits by partnering with HR and Legal to identify risks, assess impact, and drive remediation actions
• Owns data integrity between Niagara’s compensation system (PayFactors) and HRIS (Workday) by designing and executing audit/reconciliation controls, maintaining accurate records, performing root‑cause analysis, and driving corrective and preventive actions with stakeholders
• Owns compensation analytics/process improvements by translating business needs into requirements, partnering on configuration/testing, and delivering reporting and self‑service enhancements that improve accuracy, speed, and user experience
• Please note this job description is not designed to contain a comprehensive list of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without prior notice .

Qualifications

• Minimum Qualifications: 4+ years of experience in compensation analysis and/or administration of compensation programs
• 4+ years of experience in a compensation analyst (or comparable) role
• 4+ years of experience managing projects and delivering results across multiple stakeholders

*experience may include a combination of work experience and education

• Preferred Qualifications: 6+ years of experience in compensation analysis and/or administration of compensation programs
• 6+ years of experience in a compensation analyst (or comparable) role
• 6+ years of experience leading compensation-related projects and/or annual compensation cycles
• Advanced Excel skills (e.g., pivot tables, complex formulas, data validation) and experience building repeatable reporting/analysis
• Experience working with HRIS and compensation systems (e.g., Workday, PayFactors) and translating business questions into data-driven insights

*experience may include a combination of work experience and education

Competencies

• Lead Like an Owner Makes safety the number one priority
• Keeps alert for safety issues and escalates immediately
• Effectively prioritizes tasks based on department goals
• Shows respect to others and confronts interpersonal issues directly
• Prioritizes resolution of customer issues effectively
• Responds promptly and honors commitments to internal and external customers

• InnovACT Makes recommendations to continuously improve policies, methods, procedures, and/or products
• Demonstrates adaptability by reacting appropriately to unexpected changes in situations or circumstances
• Increases performance through greater efficiency

• Find a Way Seeks to develop technical knowledge through learning from other experts
• Understands interdepartmental impact of individual decisions and actions
• Seeks solutions rather than placing blame

• Empowered to be Great Consistently looks for ways to improve one’s self through growth and development opportunities
• Communicates clearly and promptly up, down, and across
• Communicates effectively to manage expectations

Education

• Minimum Required: Bachelor's Degree in business, finance, HR, or other related field

Certification/License:

• Required: N/A
• Preferred: CCP or other compensation related certification

Typical Compensation Range

Pay Rate Type: Salary

$87,360.12 - $126,672.19 / Yearly

Benefits

• Paid Time Off for holidays, sick time, and vacation time
• Paid parental and caregiver leaves
• Medical, including virtual care options
• Dental
• Vision
• 401(k) with company match
• Health Savings Account with company match
• Flexible Spending Accounts
• Expanded mental wellbeing benefits including free counseling sessions for all team members and household family members
• Family Building Benefits including enhanced fertilitybenefits for IVF and fertility preservation plus adoption, surrogacy, and Doula reimbursements
• Income protection including Life and AD&D, short and long-term disability, critical illness and an accident plan
• Special discount programs including pet plans, pre-paid legal services, identity theft, car rental, airport parking, etc.
• Tuition reimbursement, college savings plan and scholarship opportunities
• And more!

* *Los Angeles County applicants only** Qualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers, the California Fair Chance Act, and any other applicable local and state laws.

Any employment agency, person or entity that submits a résumé into this career site or to a hiring manager does so with the understanding that the applicant's résumé will become the property of Niagara Bottling, LLC. Niagara Bottling, LLC will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.

Employment agencies that have fee agreements with Niagara Bottling, LLC and have been engaged on a search shall submit résumé to the designated Niagara Bottling, LLC recruiter or, upon authorization, submit résumé into this career site to be eligible for placement fees.

https://careers.niagarawater.com/us/en/benefits