State of Location:

Position Summary:

Job Description:

The Senior Compensation Analyst is a key member of the People Team at Ivy, reporting directly to the Senior Director, Total Rewards. The Senior Compensation Analyst will be responsible for guiding and evolving the organization’s compensation practices, influencing our total rewards strategy, ensuring visibility into emerging market trends and benchmarks, participating on our Job Governance Committee, and developing career pathways and talent frameworks. Our total rewards program is focused on creating and sustaining a compelling teammate experience that differentiates Ivy while maintaining scalability, growth, and fiscal performance.

This role will lead state and local pay transparency compliance, support our compensation framework within Workday HRIS, manage annual merit and bonus incentive cycles, and perform complex market pricing analyses to support strategic business needs. A successful candidate has extensive compensation experience, strong analytical acumen, and a proven track record of partnering across HR and business leadership for both recurring and ad hoc compensation-related projects and requests. 

Key Responsibilities & Essential Functions

• Pay Transparency & Regulatory Compliance: Lead, manage, and maintain compliance with all federal, state, and local pay transparency laws and reporting requirements. Ensure pay range disclosures, job postings, and reporting adhere to evolving statutory standards.
• Workday HRIS Compensation Architecture: Manage and maintain the compensation framework architecture, structures, grade profiles, pay ranges, and job catalogs within Workday in collaboration with HRIS. Ensure data integrity, system scalability, and seamless alignment with evolving HR processes.
• New Job Role Pricing & Market Analysis: Support and evaluate new job role pricing requests. Develops detailed market pricing analyses utilizing compensation surveys and data modeling to provide competitive salary range and compensation program recommendations that support company goals and objectives.
• Stakeholder Consultation & HRBP Liaison: Serve as the primary compensation liaison for HR Business Partners (HRBPs), Talent Acquisition, and business leadership. Provide expert guidance on compensation matters, offer approvals, policy interpretation, and ad-hoc analytics.
• Annual Merit Increase Cycle Management: Lead and execute the end-to-end annual merit increase cycle, including budget modeling support with Finance, manager guidelines, Workday cycle configuration support with HRIS, communications, and reporting and audit reconciliations.
• Bonus Incentive Plan Management: Manage all company bonus incentive plan documents, partner with Finance stakeholders for short-term incentive (STI) calculations, and manage individual teammate transaction awards.
• Job Governance: Participate in the Job Governance Committee by evaluating job descriptions, benchmarking roles, and assisting HRBPs with building career pathways and job families, as requested.
• Reporting & Budgeting Support: Develop and interpret reports to provide budget and fiscal analysis and recommendations related to compensation and incentive programs in partnership with the Chief People Officer and Finance teams. Present status of compensation programs and analysis to leadership, as requested.
• Mentorship & Functional Leadership: Provide mentoring and subject matter guidance to People Team colleagues to foster functional expertise, collaborative problem-solving, and high standards of execution.

Qualifications & Requirements

• Education: Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or equivalent related working experience.
• Experience: A minimum of five years of progressive HR experience specifically focused on Compensation and Total Rewards programs.
• HRIS Expertise: Demonstrated proficiency with HRIS compensation module configuration, salary structures, and reporting (Workday experience preferred).
• Technical & Analytical Skills: Advanced proficiency in data modeling, statistical analysis, and survey benchmarking.
• Certifications: Certified Compensation Professional (CCP) or SHRM certification is preferred.
• Eligibility & Travel: Must be eligible to work in the U.S. Ability to travel up to 10%.

Core Competencies

• Analytical Rigor: Strong ability to distill multiple, complex data sets into clear, actionable compensation recommendations using data analysis and market research.
• Attention to Detail: Meticulous accuracy in managing compensation and incentive data, adherence to policies and regulations, and consistent application of pay structures and philosophies.
• Communication & Influence: Clear, concise verbal and written communication skills to articulate compensation philosophies to diverse stakeholders.
• Agility & Problem-Solving: Strong ability to manage and prioritize multiple, concurrent projects and tasks, and ability to probe, analyze, and resolve complex compensation issues independently in a fast-paced environment.

Measures of Success

• Within 3 Months: Get fully up to speed on Ivy’s compensation philosophy, audit existing Workday compensation architecture, and manage initial job classification/pricing and market pricing data requests.
• Within 6 Months: Successfully participate in annual compensation market surveys, audit state/local pay transparency compliance practices, and establish robust working relationships with HRBPs and Talent Acquisition.
• Within 12 Months: Administer the annual merit cycle and bonus distribution process, optimize Workday compensation workflows, identify and implement improvements to compensation programs based on data analysis and feedback, and contribute to Ivy’s Total Rewards and People Talent strategy roadmap.

Why Choose Ivy?.

• Comprehensive Benefits: Full benefits package starting within your first month of employment, along with generous PTO and paid holidays.
• Empowering Values: Work in an environment that prioritizes teamwork, continuous growth, and serving others.

We are an equal opportunity employer, committed to diversity and inclusion in all aspects of the recruiting and employment process. Actual salaries depend on a variety of factors, including experience, specialty, education, and organizational need. Any listed salary range or contractual rate does not include bonuses/incentive, differential pay, or other forms of compensation or benefits.

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