Porch Group is a leading vertical software and insurance platform and is positioned to be the best partner to help homebuyers move, maintain, and fully protect their homes. We offer differentiated products and services, with homeowners insurance at the center of this relationship. We differentiate and look to win in the massive and growing homeowners insurance opportunity by

1) providing the best services for homebuyers

2) led by advantaged underwriting in insurance

3) to protect the whole home.

As a leader in the home services software-as-a-service (“SaaS”) space, we’ve built deep relationships with approximately 30 thousand companies that are key to the home-buying transaction, such as home inspectors, mortgage companies, and title companies.

In 2020, Porch Group rang the Nasdaq bell and began trading under the ticker symbol PRCH. We are looking to build a truly great company and are JUST GETTING STARTED.

Job Title: Sr. Compensation Analyst

Location: Mexico

Workplace Type: Remote  

Job Summary 

The future is bright for the Porch Group, and we’d love you to be a part of it as a Sr. Compensation Analyst

The Senior Compensation Analyst is a key individual contributor on the global Total Rewards team, advising HR Business Partners, Talent Acquisition and business leaders on compensation matters, driving the annual and mid-year compensation review cycles in Workday, and providing analytical support on compensation programs.

This approximately 6-month contract engagement focuses on shaping sales incentive plan design for Porch’s LATAM and India teams, applying standard US sales incentive plan design principles. The role supports Porch’s growth by keeping pay programs competitive, compliant and aligned with business goals.

What You Will Do As A Sr. Compensation Analyst

• Architect sales incentive plans for LATAM and India, defining plan structure, pay mix, performance metrics, quota and target setting, payout curves and plan documentation, so sales pay motivates performance and reflects local market practice.

• Influence Sales, Finance, HR and Legal leaders by adapting standard US sales incentive plan design principles to the legal requirements and market conditions of LATAM and India, resulting in plans that are competitive, compliant and cost-effective.

• Lead consultation on sales, short-term and long-term incentive plans, including the annual plan refresh, plan documentation and goal setting.

• Define leveling, salary ranges and incentive eligibility for new and changed positions through benchmarking, and maintain job profiles in Workday to keep pay decisions consistent and market-competitive.

• Influence HR Business Partners and Talent Acquisition on pay decisions, policy interpretation, job evaluations and job offers, and communicate changes to compensation policy and programs.

• Drive the annual and mid-year compensation review cycles in Workday, including merit budget development, system setup and testing with People Systems, budget tracking and consolidation of results for approval, and the quarterly compensation accrual process that supports accounting quarter-end.

• Lead annual compensation survey submissions and the Payfactors relationship, and shape salary structures, pay policies and practices from market data analysis, championing process improvements grounded in research and best practices.

• Anticipate changes in US federal, state and non-US compensation laws and regulations (including FLSA, pay equity, pay transparency, SOX, SEC and DOL) and resolve compliance questions with Legal; provide analysis for mergers and acquisitions and other special projects.

What You Will Bring As A Sr. Compensation Analyst

• Bachelor’s degree or equivalent experience (required)

• 8 years of related compensation experience, preferably in a US publicly traded company (required)

• Working knowledge of standard US sales incentive plan design principles (required)

• In-depth knowledge of US compensation laws and regulations, including the IRS code, FLSA, 409A, EEO, and state minimum wage and pay equity legislation (required)

• In-depth knowledge of HRIS (required); Workday Compensation experience (preferred)

• Experience with major compensation surveys, including WTW, Aon/Radford and Mercer (required)

• Working knowledge of SEC and international pay laws, particularly in LATAM and India (preferred)

• Experience designing or adapting sales incentive plans for LATAM and/or India markets (preferred)

• Certified Compensation Professional (CCP) or similar designation (preferred)

• Sales incentive plan design expertise, including pay mix, quota and target setting, payout curves, accelerators, caps and clawbacks

• Works autonomously with wide latitude on ambiguous assignments and proactively identifies problems

• Exceptional Excel skills, including pivot tables and lookups, with strong analytical and problem-solving ability

• Workday Compensation and HRIS proficiency

• Knowledge of the compensation data landscape, including WTW, Aon/Radford, Mercer and Payfactors surveys

• Influences and communicates effectively across HR, Sales, Finance and Legal, balancing the big picture with detail and contributing to a positive team culture

• Project management and the ability to move between competing priorities while keeping a strategic mindset

• High integrity and discretion in handling sensitive information

• Partial time zone overlap with LATAM, India and US teams is expected.

• Experience working with global and/or US based business teams  

• Excellent written and communication skills in English language  

• Workspace: A quiet space to work, an internet connection of at least 30 Mbps download | 10 Mbps upload 

The application window for this position is anticipated to close in 2 weeks (10 business days) from 11/05/2026. Please know this may change based on business and interviewing needs. 

What You Will Get Supporting Porch Group 

Pay Range: MXN 375.00 per hour  

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What’s next?

Submit your application below and our Talent Acquisition team will be reviewing your application shortly! If your resume gets us intrigued, we will look to connect with you for a chat to learn more about your background, and then possibly invite you to have virtual interviews. What's important to call out is that we want to make sure not only that you're the right person for us, but also that we're the right next step for you, so come prepared with all the questions you have!

Porch is committed to building an inclusive culture of belonging that not only embraces the diversity of our people but also reflects the diversity of the communities in which we work and the customers we serve. We know that the happiest and highest performing teams include people with diverse perspectives that encourage new ways of solving problems, so we strive to attract and develop talent from all backgrounds and create workplaces where everyone feels seen, heard and empowered to bring their full, authentic selves to work.

Porch is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected veteran status, or any other characteristic protected by applicable laws, regulations, and ordinances.