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Senior Compensation Analyst The Senior Compensation Analyst serves as a strategic advisor and technical expert in compensation and total rewards, delivering advanced analytics, market intelligence, and program design to support enterprise talent strategy. This role translates complex data into actionable insights, shapes compensation frameworks, and drives initiatives that ensure competitive positioning, internal equity, and alignment with business objectives. Key Responsibilities
Lead advanced compensation research, benchmarking, and labor market analysis to inform pay positioning, workforce planning, and total rewards strategy; provide data-driven recommendations aligned with organizational philosophy and financial objectives Serve as a subject matter expert in job architecture, including job evaluation, leveling, and FLSA determinations to support scalable workforce design Own and optimize the end-to-end compensation cycle, including planning, modeling, auditing, governance, and executive-level reporting Design and enhance compensation programs, including base pay structures, short- and long-term incentive plans, and recognition frameworks Evaluate program effectiveness using analytics, modeling the impact of compensation decisions on retention, engagement, performance, and cost Partner with senior leaders to align compensation strategies with enterprise priorities and regulatory requirements Develop executive-ready insights, dashboards, and presentations that translate complex data into clear, actionable recommendations Leverage multiple data sources to analyze workforce trends, identify risks and opportunities, and inform strategic decision-making Lead cross-functional projects from ideation through execution, including roadmap development, stakeholder alignment, and change management Drive continuous improvement by incorporating best practices, market trends, and innovative analytics into compensation design and delivery
Minimum Qualifications Education
Bachelor's degree in Human Resources, Finance, Business, or related field required Master's degree (MBA or related) preferred Certified Compensation Professional (CCP) strongly preferred
Experience
5+ years of progressive compensation experience, with demonstrated impact in program design and analytics Experience with Executive Compensation Experience in Financial Services or similarly regulated industries preferred
Knowledge, Skills, and Capabilities
Advanced analytical capability, including strong proficiency in Excel and data modeling; experience with HRIS and analytics tools preferred Deep understanding of compensation principles, job architecture, and incentive design Strong business acumen with the ability to connect compensation strategy to enterprise outcomes Executive-level communication skills with the ability to influence and advise senior stakeholders High attention to detail with the ability to operate both strategically and tactically Proven ability to manage multiple priorities in a fast-paced environment Collaborative, consultative approach with strong stakeholder partnership skills Self-directed, resourceful, and solutions-oriented
Impact Profile
Compensation programs are competitive, equitable, and aligned to performance outcomes Leaders receive clear, data-driven guidance to inform talent and financial decisions Compensation cycles operate with strong governance and efficiency Analytics enable proactive decision-making The organization strengthens its ability to attract, retain, and motivate talent
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TDECU
Mar 25, 2026