Senior Global Compensation, Benefits and HRIS
ATC, Oklahoma City, OK, United States
Position Overview
The Senior Global Compensation, Benefits and HRIS Analyst supports the Vice President of Human Resources in building the analytical and operational infrastructure for ATC’s global compensation programs and workforce planning processes.
The primary focus during the first 12–18 months will be redesigning, standardizing, and coordinating the company’s annual compensation cycle, including merit planning, incentive bonus administration, and compensation eligibility governance. The role combines analytical modeling, disciplined program management, and cross-functional coordination to ensure compensation processes are executed consistently, on schedule, and with strong governance across the organization. The position will also support benefits planning, HR budgeting, and HRIS management.
Key Responsibilities
Compensation Program Design & Annual Cycle Coordination
Coordinate the end-to-end annual compensation cycle, including merit planning, incentive bonus administration, and compensation review timelines
Establish and maintain disciplined program management practices for compensation planning, including timelines, milestone tracking, and stakeholder coordination
Manage the annual compensation cycle calendar and ensure alignment across HR, finance, payroll, and business leaders
Support redesign and simplification of the company’s merit and incentive compensation processes
Lead analytical support for the compensation eligibility framework, validating bonus eligibility across global business units
Support preparation and execution of the annual bonus payout process, including eligibility validation and data coordination
Develop analytical models and tools to support merit allocation and bonus pool planning
Track compensation eligibility and bonus accruals across business units
Prepare executive-level analysis and presentations supporting compensation decisions
Document and standardize compensation processes, controls, and governance
Workforce Planning & HR Budget Support
Support workforce planning models used in the annual operating plan (AOP)
Track headcount trends, hiring assumptions, and attrition forecasts
Assist in preparation of HR budgets and labor cost modeling
Develop dashboards and reporting supporting workforce analytics and planning
Benefits & Insurance Cost Analysis
Provide analytical support for benefits and workers compensation renewal analysis
Analyze healthcare and insurance cost trends and develop supporting cost models
Track HR benefit program spending versus budget
Support preparation of analysis and presentations related to benefits renewals
HR Data, Reporting & Systems
Support optimization of HR systems including ADP and related technological solutions. Support the recommendation of a future HRIS Roadmap. Align with key ATC Technology initiatives that are co-related.
Conduct inventory of all the HR applications/systems globally.
Assessment of all applications/systems from a process/functionality and architecture standpoint to understand biggest opportunities to increase efficiency and reduce costs and improve data governance.
Business case and financial implications of each potential opportunity.
Program manage the deployment of HRIS initiatives ensuring that approved business case and financial objectives are achieved.
Required Qualifications (Must Have)
Bachelor’s degree in business, Finance, Economics, Engineering, Human Resources, Analytics, or related field
4–8 years of relevant experience in compensation analysis, HR analytics, workforce planning, consulting analytics, or financial/business analysis
Experience managing, supporting or coordinating annual compensation planning cycles
Strong program coordination or project management capability
Advanced Excel modeling and analytical skills
Strong PowerPoint or executive presentation development skills
Ability to translate data and analysis into clear insights for leadership decision‑making
Strong organizational and stakeholder coordination skills
Preferred Qualifications
Master’s degree in human resources, Business, Finance, Engineering, Economics.
Experience supporting compensation program design or governance
Experience coordinating cross‑functional compensation or HR programs
Experience working with HR systems such as ADP
Experience in HR consulting or compensation consultingExperience supporting budgeting, financial planning, or workforce planning
Experience with creating data visualization tools
Candidate Profile
The ideal candidate combines analytical capability with disciplined program management and enjoys coordinating complex cross‑functional initiatives.
Successful candidates are typically structured problem solvers, highly organized and detail oriented, comfortable coordinating across HR, finance, and operational leaders, and capable of translating analysis into clear executive‑level insights.
Success in This Role (First 12–18 Months)
A simplified and standardized merit and bonus planning process
A clear compensation eligibility governance framework
A disciplined program management structure for the annual compensation cycle
Improved workforce planning and HR budgeting models
Support benefits renewals and presentations to senior m
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The Senior Global Compensation, Benefits and HRIS Analyst supports the Vice President of Human Resources in building the analytical and operational infrastructure for ATC’s global compensation programs and workforce planning processes.
The primary focus during the first 12–18 months will be redesigning, standardizing, and coordinating the company’s annual compensation cycle, including merit planning, incentive bonus administration, and compensation eligibility governance. The role combines analytical modeling, disciplined program management, and cross-functional coordination to ensure compensation processes are executed consistently, on schedule, and with strong governance across the organization. The position will also support benefits planning, HR budgeting, and HRIS management.
Key Responsibilities
Compensation Program Design & Annual Cycle Coordination
Coordinate the end-to-end annual compensation cycle, including merit planning, incentive bonus administration, and compensation review timelines
Establish and maintain disciplined program management practices for compensation planning, including timelines, milestone tracking, and stakeholder coordination
Manage the annual compensation cycle calendar and ensure alignment across HR, finance, payroll, and business leaders
Support redesign and simplification of the company’s merit and incentive compensation processes
Lead analytical support for the compensation eligibility framework, validating bonus eligibility across global business units
Support preparation and execution of the annual bonus payout process, including eligibility validation and data coordination
Develop analytical models and tools to support merit allocation and bonus pool planning
Track compensation eligibility and bonus accruals across business units
Prepare executive-level analysis and presentations supporting compensation decisions
Document and standardize compensation processes, controls, and governance
Workforce Planning & HR Budget Support
Support workforce planning models used in the annual operating plan (AOP)
Track headcount trends, hiring assumptions, and attrition forecasts
Assist in preparation of HR budgets and labor cost modeling
Develop dashboards and reporting supporting workforce analytics and planning
Benefits & Insurance Cost Analysis
Provide analytical support for benefits and workers compensation renewal analysis
Analyze healthcare and insurance cost trends and develop supporting cost models
Track HR benefit program spending versus budget
Support preparation of analysis and presentations related to benefits renewals
HR Data, Reporting & Systems
Support optimization of HR systems including ADP and related technological solutions. Support the recommendation of a future HRIS Roadmap. Align with key ATC Technology initiatives that are co-related.
Conduct inventory of all the HR applications/systems globally.
Assessment of all applications/systems from a process/functionality and architecture standpoint to understand biggest opportunities to increase efficiency and reduce costs and improve data governance.
Business case and financial implications of each potential opportunity.
Program manage the deployment of HRIS initiatives ensuring that approved business case and financial objectives are achieved.
Required Qualifications (Must Have)
Bachelor’s degree in business, Finance, Economics, Engineering, Human Resources, Analytics, or related field
4–8 years of relevant experience in compensation analysis, HR analytics, workforce planning, consulting analytics, or financial/business analysis
Experience managing, supporting or coordinating annual compensation planning cycles
Strong program coordination or project management capability
Advanced Excel modeling and analytical skills
Strong PowerPoint or executive presentation development skills
Ability to translate data and analysis into clear insights for leadership decision‑making
Strong organizational and stakeholder coordination skills
Preferred Qualifications
Master’s degree in human resources, Business, Finance, Engineering, Economics.
Experience supporting compensation program design or governance
Experience coordinating cross‑functional compensation or HR programs
Experience working with HR systems such as ADP
Experience in HR consulting or compensation consultingExperience supporting budgeting, financial planning, or workforce planning
Experience with creating data visualization tools
Candidate Profile
The ideal candidate combines analytical capability with disciplined program management and enjoys coordinating complex cross‑functional initiatives.
Successful candidates are typically structured problem solvers, highly organized and detail oriented, comfortable coordinating across HR, finance, and operational leaders, and capable of translating analysis into clear executive‑level insights.
Success in This Role (First 12–18 Months)
A simplified and standardized merit and bonus planning process
A clear compensation eligibility governance framework
A disciplined program management structure for the annual compensation cycle
Improved workforce planning and HR budgeting models
Support benefits renewals and presentations to senior m
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