Senior Analyst, Compensation & Analytics

We are looking for a sharp, analytically-driven Sr. Analyst to join Forter's Total Rewards team as a compensation professional. You will own our compensation operations, including job architecture, market pricing of new roles, and end-to-end delivery of recurring programs like our comp cycles.

You will also partner with HR, Finance, and functional stakeholders to support hiring, retention, and career growth through clear compensation guidance. This role reports to the Sr. Director of Total Rewards.

What you'll be doing

• Compensation Operations & Cycles: Own our global compensation operations and recurring programs end-to-end, including the main and secondary comp cycles, promotions, and bonus payouts: timelines, budgets, Aeqium configuration, manager guidance, and post-cycle reporting.
• Job Architecture: Manage and evolve our job architecture, including job profiles, leveling criteria, and grade structures, so it scales with the business and supports consistent pay decisions.
• Market Pricing: Price new and evolving roles using Radford and other survey data, maintain job matches, support the annual range refresh, and turn findings into clear recommendations.
• Business Partnering: Advise People Partners, Talent Acquisition, Finance, and functional leaders on offers, promotions, retention, and leveling, with defensible guidance grounded in Forter's compensation philosophy.
• Analytics & Reporting: Build and maintain recurring compensation and headcount reporting, and help Finance track compensation budgets.
• Education & Continuous Improvement: Develop training materials and comp education for managers and People Partners, and keep improving our processes and documentation to make programs more scalable.
• AI-Enabled Ways of Working: We expect you to use AI tools (e.g., Claude, Glean, Gemini) in your day-to-day work to automate analysis, reporting, and documentation, and to continually find new ways to scale the team's impact with AI.
• 3–5 years of progressive compensation experience, ideally in a tech or high-growth environment.
• Background supporting multiple functions and global populations, with hands-on job architecture and leveling experience.
• Experience owning compensation programs such as salary reviews, promotion cycles, and bonus plans, with strong process ownership and attention to data integrity.
• Hands-on market pricing experience using Radford (or similar) and the ability to translate findings into clear narratives.
• Strong analytical skills: advanced Excel, compensation modeling, and workforce analytics. Experience with HRIS and comp planning tools (e.g., HiBob, Aeqium) is a plus.
• Strong communication skills and the ability to partner with and influence People Partners, Talent Acquisition, Finance, and business leaders.
• Hands-on experience using AI tools (e.g., Claude, Glean, Gemini) to automate analysis, reporting, and documentation, and genuine curiosity about applying them to compensation work.
• Collaborative, solutions-oriented approach, with the ability to bring structure to ambiguity and make programs better over time.

…