Senior Analyst, Compensation

About the role

We are looking for a sharp, analytically-driven Sr. Analyst to serve as the dedicated compensation & analytics partner for Forter's R&D organization - Engineering, Product, and Analytics. This is a high-impact, advisory role. You will work directly with R&D leaders, Talent Acquisition, and People Partners to support hiring, retention, and career growth through clear compensation guidance, consistent job architecture, and well-run comp cycles. You'll bring a strong command of compensation fundamentals, a talent for translating data into decisions, and the credibility to influence pay outcomes across a complex technical organization. Your center of gravity will be compensation & analytics partnership, market intelligence, and program execution - not back-office administration. You'll be the go-to compensation & analytics resource for R&D and a key contributor to the broader Total Rewards team, reporting directly to the Sr. Director of Total Rewards. This position will follow a hybrid model, 3 days a week in our NYC office.

Responsibilities

• Complex Scenario Evaluation: Evaluate nuanced compensation situations including out-of-band offers, retention cases, promotion recommendations, role leveling disputes, and reorganization impacts, partnering with People Partners and leadership to reach defensible, consistent decisions.
• Compensation Cycle Execution: Lead or contribute to the administration of core comp programs - semi-annual salary review, promotion cycles, and bonus payouts - end-to-end: data preparation, system coordination in Aeqium, manager guidance, and decision-quality analysis.
• Market Pricing & Benchmarking: Conduct market pricing and compensation analyses using Radford and other survey data; maintain job matches, monitor pay positioning across Engineering, Product, and Analytics roles, and translate findings into clear, actionable recommendations for leadership.
• Pay Equity & Analytics: Lead or contribute to pay equity analyses and compensation program audits; build and maintain recurring headcount, attrition, and compensation reports and dashboards that support planning and real-time decision-making by HR, Finance, and leadership.
• Job Architecture: Maintain and evolve Forter's job architecture - job profiles, leveling criteria, and grade structures - in collaboration with People Partners and the broader Total Rewards team, ensuring it scales with business growth and supports consistent pay decisions.
• Program Improvement: Contribute to the ongoing evolution of Forter's comp infrastructure - improving workflows, strengthening methodology documentation, and finding ways to make programs more scalable and consistent over time.

Requirements

• 4-6 years of progressive compensation experience, including meaningful exposure to compensation programs in a tech or high-growth environment.
• Direct experience supporting global technical functions - Engineering, Product, or Analytics - with a solid understanding of how roles are structured, leveled, and benchmarked in a tech organization
• Demonstrated ability to partner with and influence People Partners, Talent Acquisition, and business leaders - providing clear, grounded compensation guidance that builds trust and drives consistent pay decisions.
• Experience administering and supporting complex compensation programs including annual salary reviews, promotion cycles, and bonus plans, with a strong sense of process ownership and data integrity.
• Hands-on experience with market pricing using Radford - you know how to run a job match, interpret survey results, and translate findings into clear narratives for multiple audiences.
• Strong analytical skills: advanced Excel/Google Sheets proficiency, comfort building compensation models, and experience conducting pay equity and workforce analytics.
• Experience supporting job architecture and job leveling work in partnership with cross-functional teams.
• Strong written and verbal communication skills, including the ability to create training materials and deliver compensation education to managers and employees.
• Ability to support equity plan communication and education in collaboration with Legal, Finance, and Equity Administration.
• Collaborative, solutions-oriented approach - you bring structure to ambiguous problems, challenge the status quo constructively, and c

Benefits

Your Match

How well this role fits your profile.

Company Intel

What employees say

Worked at forter? Share your experience