Position Summary

We are seeking a seasoned Senior Compensation Analyst to lead and execute compensation programs and career architecture initiatives. This role partners with HR business partners and managers to design and maintain job leveling and career frameworks, administer annual merit and bonus programs, perform job and FLSA evaluations, ensure HCM data accuracy, deliver compensation analytics and market benchmarking, and provide day‑to‑day support. The ideal candidate brings deep technical compensation expertise, practical experience with sales variable and executive pay, and proven ability to help shape a total rewards philosophy.

Key Responsibilities

Career architecture & job leveling

- Develop, maintain, and operationalize job families, career bands, leveling guidance, and position profiles.

- Partner with managers to ensure a complete and accurate architecture, including ongoing maintenance of job descriptions.

- Conduct job evaluations and apply consistent leveling methodology across the organization, including corporate, sales and front‑line manufacturing positions.

Compensation program administration

- Support design and execution of annual merit, short‑term incentive (bonus), and long‑term incentive programs.

- Prepare and run compensation cycles (planning, modeling, approvals, and manager communications).

- Provide operational support for equity plans including participant communications, and liaison with payroll/finance/legal.

Market Analysis & Benchmarking

- Lead market pay benchmarking, salary surveys, salary structure updates, and competitive analyses to support pay decisions.

- Develop market pricing recommendations for new or updated roles, including sales, executive, and manufacturing positions.

Executive Compensation

- Support executive compensation administration, benchmarking, pay governance and disclosure processes, as needed.

Manufacturing Workforce & FLSA compliance

- Oversee compensation practices for exempt and non‑exempt manufacturing workforces, including shift differentials, overtime rules, job classifications, and hourly pay structures.

- Conduct FLSA job evaluations and ensure compliance for production and operations roles.

Analytics, Reporting & HCM integrity

- Generate compensation reports, dashboards, scenario modeling (budget, merit/bonus modeling, comp spend), and ad hoc analytics to inform decisions.

- Ensure accuracy and integrity of compensation data in the HCM/HRIS system (job codes, grades, pay ranges, incumbents, salary actions).

- Audit compensation processes for compliance with internal policies and federal /state regulations.

Stakeholder partnership & communication

- Act as a subject‑matter expert for managers and HRBP partners on pay philosophy, policies, and program mechanics.

- Draft manager and employee communications, compensation guidelines, and training materials to support program rollouts.

Required Qualifications

- Bachelor's degree in Human Resources, Business, Finance, or related field.

- 5+ years of progressive compensation experience

- Demonstrated experience with market pay analysis, salary structure design, and compensation benchmarking.

- Hands‑on experience designing or administering sales variable compensation plans (preferred)

- Experience supporting or administering executive compensation programs.

- Strong experience with job evaluation/leveling processes and FLSA job evaluation reviews, including exempt and non‑exempt manufacturing roles.

- Proven experience administering equity programs (preferred) and supporting participants.

- Experience managing compensation for hourly and salaried manufacturing workforces (shift pay, overtime, pay bands).

- Advanced Excel skills and experience producing compensation models and dashboards.

- Experience working in or with HCM/HRIS systems (Dayforce, preferred)) with a strong focus on data accuracy and integrity.

- Excellent stakeholder management, communication, and project management skills.

- Certified Compensation Professional (CCP) certification required (or actively pursuing with expected completion date).

Preferred / Nice‑to‑Have

- Experience at a high‑growth, manufacturing company.

- Experience working in a fast paced environment.

- Familiarity with compensation, governance, executive pay disclosure, and regulatory considerations.

- Experience with business intelligence tools ( ie, Power BI) or advanced HR analytics.

- Compensation consulting experience or direct involvement in developing a company total rewards philosophy.

Core Competencies

- Strategic thinker with strong analytical rigor.

- Detail‑oriented and process driven.

- Ability to translate data into clear recommendations and executive summaries.

- Collaborative partner comfortable working cross‑functionally and influencing at multiple levels.

What We Offer

- Competitive total rewards package (base salary, bonus )

- Comprehensive benefits (medical, dental, vision, 401(k) and more)

- Professional development and certification supportWhat we offer you:

• Competitive medical, dental, vision, and prescription insurance coverage
• 401k with a company match
• PTO Hours are accrued from Day 1
• Tuition reimbursement
• Opportunities for development and internal promotions
• Two minute walk to eco-friendly public transportation from rabbittransit

Sometimes the best jobs get missed because people think they don't have what it takes. At Ecore, we know hard work, reliability, and a good attitude matter most. No matter your background, experience, or where you've come from, if this job sounds like something you'd be proud to do, we're excited to meet you.

Ecore International is an equal opportunity employer. (Minorities/Females/Disabled/Veterans). We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.

NOTICE TO PROSPECTIVE APPLICANTS: Ecore International and its subsidiaries participate in the E-Verify program. Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. This employer will provide the Social Security Administration (SSA) and/or the Department of Homeland Security (DHS) with information from each new employee's Form I-9 to confirm work authorization. If, after an applicant has been extended and accepted an offer of employment, the Government cannot confirm that you are authorized to work, this employer is required to provide you written instructions and an opportunity to contact SSA and/or DHS before taking adverse action against you, including withdrawal of the offer of employment or terminating your employment. Employers may not use E-Verify to pre-screen job applicants or to re-verify current employees and may not limit or influence the choice of documents presented for use on the Form I-9. In order to determine whether Form I-9 documentation is valid, this employer may use E-Verify's photo screening tool to match the photograph appearing on some permanent resident and employment authorization cards with the official U.S. Citizenship and Immigration Services' (USCIS) photograph.