The Compensation Analyst supports day-to-day execution of TaylorMade’s core compensation processes and assists with defined activities in the annual merit, bonus, and salary planning cycles. This intermediate-level role works with established guidelines and manager oversight, performs analysis for routine and moderately complex pay decisions, and collaborates with HR Business Partners, Finance, Payroll, HR Systems, and international HR teams to support accurate and efficient compensation operations.
Essential Functions and Key Responsibilities:
Compensation assessments: Supports evaluations for new hires, promotions, transfers, reorganizations, and new or changed roles by gathering data, completing market pricing and internal equity analyses, reviewing FLSA considerations, and preparing grade recommendations for review. Escalates non-routine or precedent-setting cases.
Sales compensation: Supports administration of the US and Canada sales compensation plans, including maintaining plan documents and agreements, preparing commission calculations, validating payout data, routing approved payments to Payroll, and producing incentive statements. Elevates exceptions for review.
Market pricing and surveys: Maintains market pricing data and tools, completes job matches, supports survey participation and data submissions, analyzes survey results, and assists with expanding pricing coverage into additional international regions.
Planning cycles and Workday: Supports eligibility validation, data preparation, testing, and issue resolution for merit, bonus, and salary planning. Maintains assigned compensation structures, grades, plans, and job data in Workday in accordance with established procedures and partners with HR Systems on configuration testing.
Data integrity and compliance: Performs recurring compensation audits across Workday and downstream systems, investigates discrepancies, and supports pay equity, pay transparency, and range disclosure activities in accordance with federal, state, and international requirements.
AI-enabled work: Uses approved generative AI tools, including Microsoft Copilot and Claude, to support research, analysis, documentation, and communications. Applies established prompts and workflows, validates outputs, and follows data privacy and review requirements.
Global partnership: Coordinates with international HR teams to gather market data, validate inputs, and support consistent local administration of global compensation programs.
Documentation and communications: Maintains assigned records in the companywide job description database and prepares compensation communications, process documentation, job aids, and training materials using established templates.
Process improvement: Identifies process gaps, documents requirements, and supports implementation of automation and improvements that increase the accuracy and scalability of compensation operations.
Handles confidential compensation matters with discretion, contributes to special projects, and supports other Total Rewards functions as needed.
Performs other related duties and assignments as required.
Knowledge and Skills Requirements:
Working knowledge of broad compensation principles, including market pricing, job evaluation, salary structures, internal equity, incentive plan mechanics, and FLSA. Working knowledge of federal and California wage and hour rules and an awareness of international practices.
Strong Excel skills, including lookups, nested formulas, pivot tables, and data reconciliation, with the ability to work accurately with large data sets.
Strong analytical and problem-solving skills, with the ability to follow established methods, identify data issues, and check work independently.
Clear written and verbal communication, including the ability to summarize technical information for HR and business audiences.
Sound judgment to support routine pay actions, apply established guidelines, and recognize when additional review or escalation…