MONDAY-FRIDAY 8AM-5PM

We are seeking a versatile and analytically driven People Systems & Compensation Analyst to support both the back-end operations of our HR systems and the growing needs of our compensation programs. This dual-role position will ensure our people data is accurate, actionable, and aligned with business needs while also contributing to compensation structures that are fair, market-aligned, and scalable, particularly in the areas of bonus and commission strategy. This role is ideal for someone who thrives at the intersection of data, systems, and compensation, and who is looking to make a tangible impact across core HR operations at a growing organization.

QUALIFICATIONS

• Demonstrated experience designing, implementing, and administering sales incentive programs, including quotas, accelerators, and territory structures.
• Hands-on experience with an HRIS system such as ADP, UKG, or Workday
• Solid understanding of compensation principles (benchmarking, pay equity, job leveling)
• Experience with compensation surveys (e.g., Towers Watson, Mercer, ERI, Salary.com)

KNOWLEDGE & SKILLS REQUIRED

Proficiency in Word, Excel, Access and PowerPoint.
Strong data integrity skills.
Strong problem resolution and analysis skills.
Strong organizational skills and excellent attention to detail.
Clear written and verbal communications.
Organize and write procedures in a logical/methodical manner.
Good time management skills; be able to multi-task
Able to work at fast pace
Work well in a team environment.
Able to maintain confidential information.

EDUCATION & EXPERIENCE

• Bachelor’s degree in Human Resources, Business, Finance, or related field
• 3–6 years of relevant experience in HRIS and/or compensation analytics
• Proficient in Excel (pivot tables, modeling, VLOOKUPs); Power BI or similar tools a plus

EMPLOYEE EVALUATION SUMMARY

• Introductory - Will be written at approximately 80 days after employment and will be used to determine whether employee has sufficiently met and performed the job requirements, and will indicate whether employment will continue
• Quarterly Reviews – Employee will be given a brief written monthly review primarily focused on qualitative performance and measurement of activity
• Annual Reviews – Employee will be given a formal regular annual review, which assesses productivity and demonstrated business skills and accomplishments for the previous period.
  Salary Range Information:
  The range displayed on each job posting reflects the targeted base salary for the position. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.
  Salary Range:
  $80,000.00- $95,000.00 annual base salary

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Design, model, and administer sales commission and incentive plans in partnership with Sales, Finance, and Operations; monitor performance and recommend improvements.
• Conduct internal equity analysis, market benchmarking, and pay structure design to support salary, bonus, and incentive decisions.
• Prepare and deliver accurate commission calculations, forecasts, and reports; ensure timely, transparent communication to participants.
• Maintain and optimize HRIS data, workflows, and reporting; ensure integrity across systems through audits and cross-checks.
• Collaborate with HRBPs and managers on promotions, adjustments, and organizational updates.
• Develop clear documentation, training materials, and communication for compensation programs.
• Support compliance with pay transparency, FLSA, and applicable sales incentive regulations.
• Provide data-driven insights to leadership for strategic decision-making.
• Conduct internal equity analysis and market benchmarking to support salary decisions
• Serve as a primary point of support for our HRIS (e.g., ADP, UKG, or Workday), including structure maintenance, access workflows, and organizational updates
• readiness

SUPERVISORY RESPONSIBILITIES

Not applicable. This position has no direct reports.