As CTC's Senior Compensation Analyst, you will oversee the compensation process from start to finish. This involves running the annual comp cycle, setting packages for new hires and internal moves, and leading market survey submissions. You'll report to our HCM Operations Lead, with a seat at the table for financial modeling and analysis, alongside finance and senior leadership. Over time, as you build experience and demonstrate you're ready, you'll take on more of that work directly. And at a firm our size, your scope will go beyond just comp: you’ll get exposure to other parts of HCM, shaped by your skills, your interests, and what the team needs. 

What You'll Do 

• Own execution of CTC's annual compensation cycle, including comp statements, comp tracker maintenance, and coordination across HCM, Finance, and business leaders 

• Own CTC's market pricing strategy, using benchmarking data and market judgment to help the firm make competitive, well-informed offers for new hires and employee moves 

• Lead CTC's participation in market surveys, such as McLagan, and maintain compensation benchmarking data 

• Partner with Finance to build bonus pool models and run scenario analysis, taking on more direct ownership as your trust and expertise grows 

• Own comp reporting and insights that support HCM and business leaders in decision-making, expanding into other HCM analytics and reporting needs during lower-volume periods 

• Conduct pay equity analysis to help ensure fairness across roles and responsibilities 

• Partner with HCM Practice Leaders (HR Generalists/Business Partners) to structure and process separation packages 

• Manage CTC’s other compensation programs, such as our 401(k) plan, deferred compensation, and long-term incentive awards 

• Lead the development and implementation of process and tool enhancements that improve and scale our comp function 

• Partner with firm leaders to help managers and employees understand CTC's compensation philosophy and how it's applied 

• Learn CTC's bonus pool sizing and modeling process alongside our Finance team, with increasing involvement as your comfort and track record grow 

What We're Looking For 

• 5+ years' experience in HR compensation. Prop trading, hedge fund, or financial services experience is helpful but not required. We're equally interested in candidates from adjacent analytical backgrounds (e.g., FP&A, business management) with a genuine interest in managing the comp process 

• Comfortable operating with senior leadership: someone who can navigate ambiguity, ask good questions, and build trust over time with executives and desk heads 

• Strong aptitude in building financial models and conducting scenario analysis, employing advanced Excel skills to help inform major compensation decisions with leaders 

• Proven ability to own and complete a process end to end, including under timeline pressure 

• High attention to detail and the discretion to always handle confidential comp data appropriately 

• Genuinely energized by variety and willing to jump into work outside comp when the group requires it  

• Experience analyzing benchmarking data to guide compensation decisions  

• A track record of building more effective and efficient processes; prior experience using AI for this is a plus, and genuine enthusiasm to leverage AI and automation is a must