Compensation Analyst

Compensation Analyst

The Compensation Analyst plays a critical role in supporting the design, administration, and analysis of compensation programs that enable the organization to attract, retain, and motivate talent. This role is responsible for salary survey participation, equity administration, job evaluation, compensation data analysis, Workday compensation administration, and day-to-day support of compensation processes. This job combines strong technical, project management, and system administration skills.

Essential Job Functions

• Review and evaluate jobs to determine appropriate classification, level, pay grade, and market alignment; partner with HR and managers to ensure accurate job documentation.
• Maintain survey library and compensation market data resources. Monitor survey vendor schedules and submission deadlines. Participate in compensation surveys, including job matching, survey data collection, validation, and analysis of market results to support compensation decision-making.
• Serve as a primary resource for Workday compensation processes and annual compensation cycle. Support annual compensation planning program, including merit increases, bonus planning, incentive administration, equity grants administration, salary structure updates, and budget analyses.
• Administer ESPP and equity programs including weekly reporting, grant preparation, stock release preparation and equity administration tool maintenance.
• Support the administration and maintenance of job architecture, career frameworks, job families, and compensation structures.
• Analyze compensation data to identify market competitiveness, internal equity, pay compression, and other compensation trends; prepare reports and recommendations for HR and business leaders.
• Conduct market pricing and benchmarking for new and existing positions using salary survey data and established compensation methodologies; provide compensation recommendations that support competitive and equitable pay practices.
• Develop, maintain, and distribute standard and ad hoc compensation reports, dashboards, and workforce analytics to support business and talent decisions.
• Ensure compensation data integrity through routine audits, validation processes, and ongoing maintenance of employee, job, and compensation records.
• Provide guidance to HR Business Partners, recruiters, managers, and employees regarding compensation policies, programs, salary administration guidelines, and market practices.
• Support compliance with federal, state, and local compensation regulations, pay transparency requirements, and internal governance standards; assist with audits and pay equity analyses.
• Participates in initiatives and/or other activities as required.

Skills and Qualifications

• Bachelor's degree in Business, Human Resources, Finance, or other related field required.
• 2 years of compensation experience required. Other relevant experience in HR such as HR Analytics or HRIS is a plus.
• Knowledge of applicable federal and state employment, labor and wage and hour laws.
• Experience with Workday required.
• Experience with salary survey and market pricing methodologies.
• Strong analytical, problem-solving, and Excel skills.
• Knowledge of compensation principles and job evaluation methodologies.
• Competencies: Attention to Detail, Highly Organized, Strong Interpersonal Skills, Teamwork/Collaboration, Self-Starter, Project Management, Discrete, Excellent Verbal and Written Communication skills, Customer Service, Time Management

Working Conditions

• Position may require periodic evening and weekend work, as necessary to fulfill obligations. Periodic overnight travel.
• This is a hybrid role based in Xeris' Chicago office and requires a minimum of three days per week in the office. On-site requirement may change at management's discretion.

The anticipated base salary range for this position is $78,000 to $114,400.

We are committed to offering competitive compensation. Starting pay is determined based on a variety of factors, including the role, job-related knowledge, skills, experience, education, internal equity, market data, and the location of the role, where applicable.