Job Description

This position is based in Orange County, CA (hybrid)

This role will be instrumental in managing and evolving compensation programs including RSU & LTIP tracking, ESPP management, corporate bonus and commission structures, and market benchmarking. The analyst will also drive robust HRIS reporting and analytics, playing a key role in compensation planning, forecasting, and strategic data insights for leadership.

Compensation Program Management

• Support full-cycle compensation processes including salary structures, bonus plans, RSUs, LTIPs, and ESPPs.
• Administer and track KPI-based commission plans across multiple brands and business units.
• Support the corporate bonus planning process and ensure data accuracy and consistency across all programs.
• Perform compensation benchmarking and market pricing using external surveys and internal data.

Data Analysis & Reporting

• Develop and maintain dashboards and analytics to support compensation decisions and HR reporting.
• Perform compensation budgeting and forecasting, including financial modeling of programs and headcount planning.
• Present findings and insights to leadership, identifying key trends and outliers for action.

HRIS Management & Process Improvement

• Manage HRIS (Paycom) compensation-related data, reporting, and system accuracy.
• Optimize compensation and HRIS processes to support scalability, efficiency, and data integrity.
• Partner with cross-functional teams to ensure HRIS aligns with compensation and reporting needs.

Job Architecture & Structures

• Help lead the development of a robust and scalable compensation structure, including job families, career frameworks, pay bands, and pay ranges.
• Provide insights and recommendations to support job leveling and internal equity.
• Ensure alignment of compensation architecture with overall talent strategy and business growth.

Stakeholder Collaboration

• Partner with People Business Partners, Finance, Legal, and business leaders to support compensation planning and analytics needs.
• Present findings and insights to leadership, identifying key trends and outliers for action.

Skills & Competencies

• Strong analytical and critical thinking skills; ability to interpret complex data and translate into actionable insights.
• Advanced Excel skills (pivot tables, VLOOKUP, macros, etc.); proficiency in compensation modeling.
• Proven ability to manage multiple projects and deadlines in a dynamic, fast-paced environment.
• Excellent verbal and written communication skills; able to simplify complex data for diverse audiences.
• High attention to detail and data accuracy.
• Strong collaboration and stakeholder management skills.
• Self-motivated, proactive, and curious; comfortable working independently with minimal direction.
• Process improvement mindset with experience driving efficiencies.

Qualifications & Experience:

• Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field.
• 5+ years of experience focused specifically in compensation analysis and HRIS reporting.
• Experience building compensation structures including job families, salary bands, and pay ranges.
• Prior experience with equity compensation (RSUs, LTIPs), ESPP programs, and incentive/commission plans is required.
• Proficiency in Paycom or similar HRIS systems required.
• Experience in multi-brand, multi-EIN, or high-growth environments strongly preferred.
• Knowledge of relevant compensation laws and best practices.
• CCP certification or working towards certification is a plus.

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