Strategic Compensation Analyst - Hybrid Contract (W2)

Columbus Technologies and Services

Arlington (VA)

Hybrid

USD 90,000 - 120,000

Full time

4 days ago

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Job summary

Columbus Technologies and Services seeks a Senior Compensation Analyst to design, analyze, and execute market-competitive pay programs. This role acts as a trusted advisor, guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities.

You will help develop new compensation policies and practices to support retention and engagement.

Qualifications

Bachelor's degree required in HR, Business, Finance or related field.
Advanced degree, MBA or MS is preferred.
CCP Certification is a plus.
Minimum of 5 years of hands-on compensation experience required.
Strong data analytics skills with Excel, Power BI and Workday including Advanced Comp.
Proven ability to influence cross-functional stakeholders and support strategic decision‑making.
Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.
Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).

Responsibilities

Develop and maintain robust salary structures, job levelling, and internal pay frameworks.
Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
Lead the annual compensation planning cycle for assigned business group.
Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.
Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
Monitor industry trends and emerging compensation practices.
Provide insights and recommendations based on labor market data and business needs.
Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
Maintain clear, well-documented compensation policies and governance frameworks.
Support internal audits, regulatory reporting, and compensation reviews.
Lead on pay equity and transparency.
Lead job levelling processes for assigned business group.
Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
Translate complex data into compelling stories and actionable recommendations.
Other duties as assigned.