Compensation Analyst

About the role

This role conducts market pricing, benchmarking, and compensation analysis to inform pay decisions for HR and business stakeholders. The work follows a project-based 1099 contract structure and is delivered remotely.

People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.

Key facts

What you'll do

Job roles are evaluated and market prices are determined using established compensation survey platforms to set role value. External pay decisions are supported through market benchmarking across functions and levels. Internal pay equity is analyzed, and trends or anomalies are identified to guide fair pay practices. Compensation review cycles for merit, bonuses, and off-cycle adjustments are supported based on project needs. Ad hoc compensation requests are responded to, and guidance on offer recommendations is provided to support timely hiring. Job profiles, compensation guidelines, and benchmarking methodologies are documented to ensure clarity and consistency. Outcomes for compensation programs are driven in partnership with livingHR Principals and client stakeholders. Billable work is tracked, and accurate project documentation is maintained to support invoicing and governance.

Requirements

Proficiency in at least one major compensation survey platform (Radford/Aon, Mercer, WTW, or similar) is required to perform market pricing. Demonstrated experience of 3-5+ years in compensation with proven expertise in market pricing and benchmarking is required. Advanced Excel skills using VLOOKUPs, pivot tables, and data modeling are required to structure and analyze compensation data. Understanding of job architecture, pay structures, and FLSA classification is required for accurate role classification. The ability to operate independently in a fast-paced, project-based consulting environment and manage shifting priorities is required. Strong advisory, stakeholder management, and communication skills are required to convey compensation insights clearly. Prior experience in consulting, professional services, or multi-client environments is required to support client engagements.

Nice to have

Relevant HR certification, such as CCP, validates compensation expertise and is preferred. Experience in pay equity analyses and total rewards program design broadens project scope. Familiarity with HRIS platforms like Workday, UKG, Paylocity, or similar supports data system integration. Experience with PE-backed, high-growth, or multi-state organizations addresses complex client needs. Willingness to travel occasionally is aligned with client project requirements.

Practical notes

This role is structured as a 1099 contract with remote work and billable project expectations.

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Good to know

Questions to ask

Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.