Senior Compensation Analyst

Summary

Join Basis Technologies' Total Rewards team as a Sr. Compensation Analyst and champion the company's compensation philosophy and strategy. Administer base and variable pay programs, conduct annual compensation analysis, manage the merit/promotion process, and handle headcount budgeting. Evaluate jobs against market data, ensuring internal equity and competitiveness. Partner with various teams, including Talent Acquisition and Revenue Operations, to provide compensation guidance and support. Conduct salary surveys, analyze market trends, and propose recommendations to enhance compensation strategies. Ensure compliance with employment laws and regularly evaluate compensation processes for effectiveness. Support employee communication and education on compensation programs and collaborate with the Workday team to improve compensation software solutions.

Requirements

• 5+ years of experience in compensation administration and analytics
• Experience in HRIS systems and compensation administration tools, preferably Workday
• Strong knowledge of compensation survey frameworks and job evaluation methods
• Experience with salary benchmarking tools, preferably Salary.com CompAnalyst, Mercer, Radford, and Culpepper
• Strong understanding of employment laws related to compensation, e.g. FLSA, wage and hour laws, pay transparency, equal pay laws, etc
• Advanced Excel skills, e.g. PivotTables, VLOOKUP, IF/IFS, INDEX/MATCH, COUNT/SUM, IFERROR, etc. (Power Query and Macros are a plus)
• Strong analytical, problem-solving, and attention-to-detail
• Highly effective communication skills, both verbal and written
• Commitment to creating inclusive, respectful environments where all voices are valued and supported
• Thoughtful approach to collaboration, design, and decision-making that prioritizes equity, access, and continuous learning

Responsibilities

• Administer all US, Canada, and LATAM base pay and variable pay programs
• Evaluate new and existing jobs to external benchmark market data and review internal equity to remain competitive and meet ever-changing organizational and market dynamics
• Calculate quarterly and annual variable compensation payments for all current plans and conduct regular audits to ensure accuracy. Partner with the Revenue Operations team to monitor, evaluate, and maintain variable plans and any associated documentation on an ongoing basis
• Administer the annual merit/promo increase processes for the organization. Manage the process with the compensation planners in the organization, developing budget scenarios supporting pay-for-performance, and configuring and testing the compensation module in Workday. Partner with the Talent Strategy team to provide guidance on pay decisions according to Basis’ compensation philosophy
• Establish head count budget ranges for open roles on a weekly basis and respond to escalated candidate job offer exceptions, as needed. Partner with the Talent Acquisition team to provide guidance on base/variable/other compensation offer decisions that are both externally competitive and internally equitable, according to Basis’ compensation philosophy
• Evaluate Basis’ pay programs through annual salary survey/pay practice survey participation, and the completion of the annual compensation analysis and budgeting process. Report on market trends and propose recommendations to enhance Basis’ compensation philosophy and strategy, including changes to our salary structure, benchmarking methodology, base/variable mix, pay-for-performance practices, geographic pay practices, etc. Conduct ad hoc analyses throughout the year, as needed
• Ensure compliance with federal, state, and local employment laws related to compensation, including FLSA, minimum wage/exempt salary threshold, pay transparency laws, and equal pay regulations. Conduct regular audits and propose resolutions to address discrepancies. Stay up to date on upcoming compliance changes and provide recommendations to proactively address them
• Regularly evaluate compensation processes for effectiveness. Propose recommendations for process improvements and partner with stakeholders within and outside of Total Rewards, as needed. Spearhead process change management, including planning, execution, and communication
• Support employee compensation program communication and education. Partner with the Dir., Total Rewards to create trainings, guides, calculators, and other materials to enhance employee communication. Facilitate presentations as needed
• Partner with the Workday team to develop and enhance compensation software solutions. Help integrate new tools and automate existing processes for more efficient data management and reporting
• Respond to escalated compensation-related Workday Help case management requests, partnering with the Dir., Total Rewards and Talent Strategy to resolve complex cases
• Maintain relationships outside of Total Rewards. Regularly meet with stakeholders within Basis to solicit feedback about our pay practices and stay up to date on changing business needs, goals and objectives. Regularly connect with external vendors to ensure service quality and manage contract renewal

Preferred Qualifications

• Bachelor’s degree in human resources, business, finance or related field
• Certified Compensation Professional (CCP) Certification

Benefits

• 401k/RRSP matching
• Mental health support
• Paid sabbaticals
• Generous parental leave
• Flexible work options