Job Summary

The Senior Compensation Analyst will support the design, implementation and management of compensation programs that align with the company’s overall business strategy. This role involves analyzing compensation trends, conducting market research, ensuring internal pay equity and making data-driven recommendations. The Senior Compensation Analyst will collaborate with leadership to ensure competitive and compliant compensation practices across the organization.

 

Primary Duties and Responsibilities

Compensation Program Design and Management

Assist in designing and implementing base and variable pay programs that align with company goals. Conduct job evaluations and market pricing for salary ranges. Support the annual merit and bonus process, including communication and budget oversight.

Market Research and Benchmarking

Conduct market research and participate in salary surveys. Analyze internal pay against external data to ensure competitiveness. Prepare and present compensation analysis for leadership.

Job Analysis and Classification

Review and evaluate job descriptions for consistency and compliance. Partner with HR to ensure proper job leveling and titling.

Compliance and Regulatory Oversight

Ensure compensation practices comply with FLSA, Equal Pay Act, and wage regulations. Conduct audits to ensure compliance and pay equity.

Data Analysis and Reporting

Prepare compensation reports and provide data-driven insights. Support compensation planning using data from HRIS and surveys.

Cross-Functional Collaboration

Collaborate with HR, finance and business leaders on compensation decisions. Partner with the benefits team for a holistic total rewards approach.

Compensation Communication

Develop communication tools for educating managers and employees about compensation programs. Assist in creating training sessions on compensation for HR and business leaders.

 

Education and Experience Profile

Bachelor’s degree in Human Resources, Business, Finance, or related field (Master’s preferred). Minimum of 5 years of experience in compensation analysis or similar roles. Experience with salary surveys and market analysis tools.

 

Required Skills

Strong knowledge of compensation practices, job evaluations, and incentive plans. Proficiency with data analysis tools (Excel, HRIS, compensation software). Excellent communication, problem-solving and project management skills. Familiarity with compensation laws and regulations. Strong attention to detail and analytical abilities. Certified Compensation Professional (CCP) preferred.

 

Work Environment:

Working conditions are normal for an office environment.

 

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this job/classification.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

 

Pay Range: $90,000 to $109,972.

 

This “base salary range” is a reasonable estimate for this position at the time of posting. Pay within each range is based on a variety of factors including, but not limited to, to primary work job-related knowledge, skills, experience, business requirements and geographic location. ASSA ABLOY conducts regular review of compensation ranges and therefore reserves the right to alter this range at any given time. 

 

ASSA ABLOY is an Equal Employment Opportunity/Affirmative Action employer.

 

 

 

We are the ASSA ABLOY Group
Our people have made us the global leader in access solutions. In return, we open doors for them wherever they go. With nearly 61,000 colleagues in more than 70 different countries, we help billions of people experience a more open world. Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access. 

As an employer, we value results – not titles, or backgrounds. We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities. Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally.

As we welcome new people on board, it’s important to us to have diverse, inclusive teams, and we value different perspectives and experiences.