Senior Compensation Analyst (Remote)

We are seeking a highly analytical and proactive Senior Compensation Analyst IC3 to join our People team. This role serves as a subject-matter expert and key partner in designing, analyzing, and administering compensation programs that are competitive, equitable, and aligned with ezCater’s business strategy.

You will independently lead complex compensation analyses, own survey participation and benchmarking, support the design and execution of compensation programs, and drive compensation data integrity and reporting. The ideal candidate has strong technical skills, deep attention to detail, and experience operating with a high degree of ownership in a fast-paced environment.

What You'll Do:

Compensation

• Lead market pricing and benchmarking for new and existing roles by researching trends, analyzing survey data, and maintaining competitive pay structures.
• Own the execution of compensation programs and policies, including documentation, process mapping, and continuous improvement of compensation workflows.
• Independently evaluate job responsibilities and requirements to recommend appropriate compensation levels, in partnership with People Business Partners and hiring managers.
• Manage salary survey participation and results analysis (e.g., Radford), including data validation, submission, and synthesis of insights and recommendations.
• Serve as a primary point of contact for Tier 2 compensation questions, providing guidance to People Business Partners and managers, and escalating only complex or strategic matters.
• Prepare and present compensation reports and insights to People leadership and business leaders, translating data into clear, actionable recommendations.
• Co-lead the annual compensation review process, including planning, data preparation, validation, analysis, and support for leader enablement and employee communication.
• Ensure compliance with compensation laws and regulations, monitoring changes and flagging risks or required updates to programs and practices.
• Support the design and evaluation of incentive and performance-based pay programs, including modeling scenarios and assessing program effectiveness.
• Partner with the Senior Manager of Compensation to build and refine compensation tools, templates, and training materials for leaders and employees.
• Administer on going payroll/benefits audits and conduct larger scale 401(k) and post-open enrollment audits.

Data, Systems & Operations

• Maintain accurate compensation-related data in HRIS (UKG) and compensation tools (e.g., Pequity, Pave or similar platforms), ensuring strong data integrity across all compensation processes.
• Design and execute recurring compensation data audits (e.g., pay ranges, job profiles, geo-differentials, incentive targets), partnering with HRIS and Payroll to resolve discrepancies.
• Support configuration, testing, and continuous improvement of compensation-related workflows in UKG and other systems (e.g., annual review templates, promotion workflows, off-cycle changes).
• Develop and maintain recurring and ad-hoc compensation das