Senior Compensation and HR Analyst

Job Description

Job DescriptionDescription:

Job Summary:

The Senior Compensation and HR Data Analyst is responsible for designing, analyzing, and maintaining compensation programs and HR data to ensure pay equity, market competitiveness, and data-driven people decisions. This role serves as a key partner to HR, Finance, and business leaders, providing advanced analytics, modeling, and insights that shape total rewards and workforce strategies.

Responsibilities and Duties:

• Design, analyze, and administer base pay, incentive, and other compensation programs to support attraction, retention, and performance objectives.
• Conduct complex market pricing, job evaluation, and internal equity analyses to recommend salary ranges, pay structures, and job levels.
• Lead annual and mid-year compensation cycles, including merit, bonus, and equity planning, data validation, and post-cycle analytics.
• Build and maintain compensation and HR dashboards, reports, and models (e.g., headcount, turnover, cost, pay equity, incentive outcomes) to inform leadership decisions.
• Support the Total Rewards Director to manage and govern HR data within HRIS and related systems, ensuring data integrity, standard definitions, and consistent use across HR and Finance.
• Develop, document, and maintain compensation policies, salary administration guidelines, and job architecture frameworks in partnership with HR leadership.
• Partner with HRBPs, Talent Acquisition, and business leaders on salary offers, promotions, adjustments, and organizational design changes.
• Lead or support participation in external compensation and benefits surveys; analyze results to benchmark roles and inform pay strategy.
• Perform advanced analytics on pay equity, workforce demographics, and regulatory/compliance needs (e.g., pay transparency, pay ranges, audit support).
• Identify opportunities to improve processes, automation, and reporting in compensation and HR analytics; drive continuous improvement initiatives.

Requirements:

Education and Experience:

• Bachelor’s degree in HR, Finance, Economics, Statistics, Business Analytics, or related field (Master’s preferred).
• 5–8+ years of progressive experience in compensation analysis, HR analytics, or a closely related field, with significant exposure to complex organizations.
• Advanced Excel skills (e.g., pivot tables, complex formulas, modeling) and strong experience with HRIS and reporting tools (e.g., Workday, SAP, Oracle, Tableau, Power BI), SQL, VLOOKUPs, Programming (preferred): Basic knowledge of SQL, R, or Python.
• Demonstrated experience running compensation cycles, market pricing roles, and supporting salary and incentive program design.
• Proven experience building and interpreting HR and compensation dashboards and translating insights into practical recommendations.
• Strong understanding of data privacy and security compliance, including federal and state labor laws, anti-discrimination regulations and adhere to strict data governance and security standards.
• Prior knowledge of government contracting and Service Contracting Act preferred

Required Skills and Abilities:

• Strong analytical and quantitative skills with the ability to work with large, complex data sets and ensure high data quality.
• Deep understanding of compensation principles, market benchmarking, job evaluation, and pay-for-performance practices.
• Knowledge of relevant labor, pay equity, and pay transparency regulations and how they affect compensation design and reporting.
• Consistently deliver work product on a timely basis.
• Clear and professional communications.
• High level of professionalism, integrity, discretion, and judgment in handling confidential and sensitive data.
• Strong partnership and influencing skills, with the ability to collaborate effectively within HR, Finance, team members, and business leaders.
• Excellent communication skills, including the ability to interpret and explain complex analyses in clear, concise terms to non-technical stakeholders.
• The ability to embrace Keel’s competencies as listed below.

Competencies:

• Upholds Safety and Quality Standards
• Embodies Team Spirit
• Relentless Customer Focus
• Conveys Integrity, Trust, and Professionalism
• Executes with Excellence and Velocity
• Cultivates Cross Functional Relationships
• Instills Continuous Improvement
• Proactive and Drives Measurable Results
• Manages Resources

Travel Requirements:

• Varying scope, willing to travel between all Keel sites.

Physical Requirements:

• May require standing, walking, or front desk coverage for extended periods
• Prolonged periods sitting at a desk and working on a computer.
• Must be able to lift up to 25 pounds at times (e.g., files, office supplies, etc).
• Ability to communicate clearly and effectively with production team members, leadership, and visitors, both verbally and in writing.
• Occasionally required to stand, walk, bend, or reach within the office setting.

Work Environment:

• On-site role in a manufacturing facility, regular work environment will be in an office setting.
• When on manufacturing floor, possible exposure to moving mechanical parts and airborne particles. Eye protection is required. Fumes, machine vibration, noisy conditions, high temperatures, and occasional potential to a restricted space work area possible.
• All Keel locations are tobacco free where appropriate.

Equal Employment Opportunity Statement

Keel provides equal employment opportunities (EEO) to all team members and applicants for employment without regard to race, (including traits historically associated with race such as hair texture and protective hairstyles), color, religion, sex, sexual orientation, gender identity or expression, national origin, age, genetic information, service in the uniformed services, status as a protected veteran or spouse thereof, height, weight, marital or familial status, disability, or any other characteristic protected by law. In addition to federal law requirements, Keel complies with applicable state and local laws governing nondiscrimination in employment in every location in which Keel has facilities.

To provide equal employment and advancement opportunities to all individuals, employment decisions at Keel will be based on merit, qualifications, and abilities. This policy applies to all terms and conditions of employment, including recruitment, recruitment advertising, hiring, job assignment, promotion, demotion, discipline, termination, layoff, recall, transfer, leaves of absence, compensation, or rates of pay, benefits, and selection for training. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by Keel where appropriate.

Management retains the right to add to, or change, the responsibilities and/or duties of this position at any time including the elimination of this position. The team member understands that his/her job description is for operational purposes and is not intended to be an employment contract. The employment relationship remains “at-will.”