Sr Analyst, Compensation

About the role

The Senior Compensation Analyst plays a key role in the design, implementation, and administration of Inmar's compensation programs to ensure they are competitive, equitable, and aligned with our Total Rewards philosophy and business strategy. This position provides analytical and consultative support to HR Business Partners and leaders across the organization to support informed, data-based decisions related to pay. The successful candidate will demonstrate analytical capabilities, business acumen, and the ability to work collaboratively in a dynamic and evolving environment. Location: This role is available in Winston-Salem, NC or Rogers, AR (NWA area) Primary Accountabilities: Strategic and Analytical Responsibilities Conduct complex data analyses and modeling to evaluate compensation design alternatives and support compensation recommendations that align with business goals. Perform job evaluations in partnership with HR Business Partners to ensure internal equity and consistency across the enterprise. Understand and apply Fair Labor Standards Act (FLSA) regulations with regard to the job evaluation process. Benchmark jobs against market data, interpret survey results, and recommend appropriate salary ranges, structures, or changes in pay programs or policies. Develop, maintain, and evolve global salary structures and job architecture to support Inmar's growing business needs. Collaborate with HR Technology to enhance automation and accuracy in compensation processes. Perform analyses of jobs, wages, salaries, and incentives to assess internal equity, external competitiveness, and compliance with applicable laws and regulations. Ensure data accuracy and integrity within HR systems across all pay-related processes. Support annual compensation cycles, including merit, bonus, and incentive plan administration, ensuring accuracy and effective execution. Develop reports, dashboards, and presentations for Total Rewards and senior leadership that summarize key compensation insights and recommendations. Consultation and Partnership Provide day-to-day support and advice to HR Business Partners and Talent Acquisition on compensation policies, job offers, promotions, and pay adjustments., resolving queries and issues and enabling others to take appropriate actions. Develop educational materials, tools, and necessary training modules to increase HRBPs and management understanding of existing Compensation programs and practices. Partner with Finance and HR leadership on budgeting and forecasting for compensation-related expenses. Participate in salary surveys, data submissions, and compensation studies to maintain a competitive market position. Communicate compensation programs and policies effectively to HR and business leaders, ensuring understanding and alignment across teams. Project and Process Leadership Contribute to compensation-related projects, audits,, total rewards program design, and process transformation initiatives. Contribute to compensation-related projects, audits, and compliance initiatives. Identify opportunities to streamline compensation processes and implement improvements through automation, standardization, and analytics. Support compensation-related technology transformation and continuous process optimization. Required Qualifications Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or related field required. Minimum 5 years of progressive compensation or related experience in a corporate, finance or consulting environment. Advanced proficiency in Excel (modeling, pivot tables, VLOOKUPs, etc.) and strong data analysis skills. Demonstrated ability to interpret and apply FLSA and other wage and hour regulations. Experience with Workday or other HRIS systems and compensation tools (e.g., BetterComp, WTW, Mercer) preferred. Exceptional analytical, problem-solving, and communication skills; able to present findings and recommendations clearly to senior audiences. Strong attention to detail and commitment to data accuracy. Ability to work independently, manage multiple priorities, and deliver high-quality work within deadlines CCP certification preferred; commitment to ongoing compensation professional development Physical Demands The physical demands described here are representative of those that must be met by an associate to successfully perform the major job responsibilities (essential functions) of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the major job responsibilities. This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job. Use Hands to Handle Objects - Frequently Reach with Hands or Arms - Frequently Talk or Hear and Read Instructions - Frequently Stand, Kneel, or Stoop and Lift 20 Pounds - Occasionally View Items at a Close Range - Frequently Rarely : Job requires this ac