Job Description

ABOUT THIS POSITION

The Senior Compensation Analyst plays a key role in the design, implementation, and administration of compensation programs. This role partners with People, Finance, and business leaders to ensure compensation practices are competitive, equitable, and aligned with organizational strategy. The position requires strong analytical capability, attention to detail, and the ability to translate data into actionable insights.

WHAT YOU'LL DO

Compensation Design & Administration

• Support the design, implementation, and ongoing management of base pay, bonus, and incentive programs
• Administer annual compensation processes, including merit planning, bonus payouts, and market adjustments
• Partner with People Business Partners and leadership on compensation recommendations and pay decisions
• Ensure alignment of compensation programs with internal equity and external market competitiveness

Market Analysis & Benchmarking

• Conduct market pricing using compensation surveys (e.g., Radford, Mercer, Salary.com) to assess competitiveness
• Develop and maintain salary structures, pay ranges, and job architectures
• Analyze compensation trends and provide recommendations to leadership

Data Analysis & Reporting

• Perform complex data analysis to support compensation decisions and strategic initiatives
• Build models, dashboards, and reports to track compensation metrics (e.g., compa-ratio, pay equity, range penetration)
• Support pay equity analyses and compliance reviews, including gender and diversity pay studies

Compliance & Governance

• Ensure compliance with federal, state, and local compensation regulations (e.g., FLSA, pay transparency laws)
• Support documentation and audit readiness for compensation practices
• Maintain accurate job and compensation data within HRIS systems

Stakeholder Partnership

• Collaborate with People, Talent Acquisition, and Finance on offers, promotions, and workforce planning
• Provide guidance and education to leaders on compensation philosophy, policies, and practices
• Support executive and board-level compensation analyses, as needed

WHAT YOU'LL NEED

• Bachelor’s degree in Human Resources, Finance, Business, or related field
• 3–5+ years of experience in compensation or total rewards
• Strong analytical and quantitative skills (advanced Excel required; experience with modeling and data visualization preferred)
• Experience with market pricing and salary survey tools
• Knowledge of compensation principles, practices, and compliance requirements

Preferred

• Experience supporting equity and/or incentive compensation programs
• Familiarity with HRIS systems (e.g., Workday, SuccessFactors)
• Experience with compensation tools (e.g., Radford/Aon, Mercer, PayScale)
• CCP (Certified Compensation Professional) certification or progress toward certification

WAYSTAR PERKS

• Competitive total rewards (base salary + bonus, if applicable)
• Customizable benefits package (3 medical plans with Health Saving Account company match)
• We offer generous paid time off for our non-exempt team members, starting with 3 weeks + 13 paid holidays, including 2 personal floating holidays. We also offer flexible time off for our exempt team members + 13 paid holidays
• Paid parental leave (including maternity + paternity leave)
• Education assistance opportunities and free LinkedIn Learning access
• Free mental health and family planning programs, including adoption assistance and fertility support
• 401(K) program with company match
• Pet insurance
• Employee resource groups

Waystar is proud to be an equal opportunity workplace. We celebrate, value, and support diversity and inclusion. Qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, marital status, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

This applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.