Senior Compensation and Benefits Analyst
Astound, Princeton, NJ, United States
Senior Compensation & Benefits Analyst position involves building and maintaining analytical and structural infrastructure for compensation and benefits programs. The analyst supports market benchmarking, pay structure design, benefits modeling, compliance analytics, and data‑driven decision support for Total Rewards leadership.
Responsibilities
Conduct ongoing market benchmarking using survey data (including Croner C2HR and supplemental sources) to evaluate competitiveness of roles across the organization; maintain a living benchmark library.
Support the annual merit and focal review cycle—salary budget modeling, compa‑ratio analysis, range penetration reporting, and manager and HR partner guidance materials.
Perform pay equity analyses and internal equity assessments; identify compression, inversion, and outlier situations; model remediation options with cost implications.
Build and maintain job architecture tools—job families, career levels, and titling frameworks—to provide a consistent foundation for compensation decisions.
Support compensation harmonization initiatives and ongoing incentive plan modeling—target cash analysis, quota attainment distribution, and payout projections.
Develop compensation‑related presentations, data summaries, and executive‑facing reports for leadership.
Partner with brokers to evaluate financial models for health and welfare benefit programs—cost‑per‑employee analysis, trend projections, employer/employee cost share modeling, and plan design scenario analysis.
Analyze claims data and utilization reports for self‑insured medical plans—identify cost drivers, high‑cost claimant trends, and program effectiveness metrics; partner with the Benefits Manager and TPA on data interpretation.
Support the annual benefits renewal and open enrollment process—data analysis, cost modeling, contribution strategy modeling, and employee communication content.
Conduct benefits benchmarking against industry and peer group data to assess competitiveness of program design, contribution levels, and plan options.
Build and maintain a benefits compliance calendar and tracking tool; support preparation of required filings, disclosures, and plan documentation (Form 5500, SPDs, SARs, ACA reporting, ERISA notices).
Develop benefits‑related dashboards and reports for leadership—enrollment trends, coverage elections, dependent audit results, and vendor performance metrics.
Support RFP processes, vendor evaluations, and carrier negotiations with analytical frameworks and comparative data.
Serve as the Total Rewards function’s primary data steward—build, maintain, and audit compensation and benefits data within HRIS and related systems.
Design and produce recurring Total Rewards dashboards and ad hoc analyses for the Director, VP, CHRO, and Finance as requested.
Build data models and analytical tools (e.g., Excel and other tools) that allow Total Rewards leadership to run scenario analyses, cost projections, and program assessments.
Partner with HR technology and Payroll teams to ensure data integrity across compensation and benefits systems; flag discrepancies and lead resolution.
Support due diligence and integration planning for compensation and benefits analysis—structure harmonization, benefits plan comparison, and total rewards cost modeling.
Participate in cross‑functional HR projects—HR technology implementations, workforce planning initiatives, and organizational design work.
Stay current on regulatory and market developments affecting compensation and benefits; proactively surface relevant changes to leadership.
Other duties as assigned.
Required Qualifications
4‑6 years of progressive experience in Total Rewards, compensation, and/or benefits analytics.
Demonstrated experience building salary structures, conducting market benchmarking, and analyzing benefits plan data in an employer‑side HR environment.
Experience supporting a merit cycle, pay equity review, or compensation structure redesign from an analytical standpoint.
Experience with HRIS platforms (Workday, SAP, UKG, or equivalent); Workday experience strongly preferred.
Advanced Excel proficiency.
Knowledge of HRIS platforms and ability to extract, manipulate, and reconcile compensation and benefits data.
Familiarity with compensation survey tools and platforms (Croner, Mercer, Radford/Aon, WTW, SHRM) and the ability to conduct job matching and extract benchmarking data independently.
Familiarity with benefits administration platforms and TPA reporting tools a plus.
Working knowledge of compensation fundamentals—salary structure design, grade and range methodology, merit matrix construction, pay equity analysis, and incentive plan mechanics.
Working knowledge of health and welfare benefits—self‑insured vs. fully insured plan structures, stop‑loss, claims analysis, ACA compliance, ERISA filings, and open enrollment administration.
Ability to translate complex data into clear, actionable insights for non‑technical audiences including HR leadership, Finance, and business managers.
Strong project management and organizational skills; able to manage multiple analytical workstreams simultaneously across both compensation and benefits cycles.
High attention to data accuracy and a personal commitment to work product quality.
Experience with self‑insured health plan data analysis and benefits cost modeling.
Prior experience in telecommunications, cable, or a similarly complex multi‑state, multi‑location organization.
Education
Bachelor’s degree in Human Resources, Finance, Business Administration, Economics, or a related quantitative field.
Benefits
401(k) retirement plan with employer match.
Insurance options—medical, dental, vision, life, and STD insurance.
Paid Time Off/Vacation starting at 80 hours per year, increasing with tenure.
Floating Holiday—40 hours per year.
Paid Holidays—7 days per year.
Paid Sick Leave—number of paid sick hours per calendar year varies by state and/or local laws.
Tuition reimbursement program.
Employee discount program.
Base Compensation
The base compensation range for this position is $85,700 – $110,000, plus opportunities for benefits. The range represents the low and high end of the hiring range; actual pay may vary based on location, relevant skills, experience, and capabilities.
Equal Opportunity Employer
Astound is an Equal Opportunity Employer and is dedicated to cultivating an inclusive workplace. Discrimination of any kind has no place here. We are committed to providing equal opportunities for all employees and applicants, regardless of race, color, religion, sex, gender, pregnancy, childbirth and related conditions, national origin, age, physical and mental disability, marital status, sexual orientation, genetic information, military or veteran status, citizenship, or other status or characteristic protected by applicable law.
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Responsibilities
Conduct ongoing market benchmarking using survey data (including Croner C2HR and supplemental sources) to evaluate competitiveness of roles across the organization; maintain a living benchmark library.
Support the annual merit and focal review cycle—salary budget modeling, compa‑ratio analysis, range penetration reporting, and manager and HR partner guidance materials.
Perform pay equity analyses and internal equity assessments; identify compression, inversion, and outlier situations; model remediation options with cost implications.
Build and maintain job architecture tools—job families, career levels, and titling frameworks—to provide a consistent foundation for compensation decisions.
Support compensation harmonization initiatives and ongoing incentive plan modeling—target cash analysis, quota attainment distribution, and payout projections.
Develop compensation‑related presentations, data summaries, and executive‑facing reports for leadership.
Partner with brokers to evaluate financial models for health and welfare benefit programs—cost‑per‑employee analysis, trend projections, employer/employee cost share modeling, and plan design scenario analysis.
Analyze claims data and utilization reports for self‑insured medical plans—identify cost drivers, high‑cost claimant trends, and program effectiveness metrics; partner with the Benefits Manager and TPA on data interpretation.
Support the annual benefits renewal and open enrollment process—data analysis, cost modeling, contribution strategy modeling, and employee communication content.
Conduct benefits benchmarking against industry and peer group data to assess competitiveness of program design, contribution levels, and plan options.
Build and maintain a benefits compliance calendar and tracking tool; support preparation of required filings, disclosures, and plan documentation (Form 5500, SPDs, SARs, ACA reporting, ERISA notices).
Develop benefits‑related dashboards and reports for leadership—enrollment trends, coverage elections, dependent audit results, and vendor performance metrics.
Support RFP processes, vendor evaluations, and carrier negotiations with analytical frameworks and comparative data.
Serve as the Total Rewards function’s primary data steward—build, maintain, and audit compensation and benefits data within HRIS and related systems.
Design and produce recurring Total Rewards dashboards and ad hoc analyses for the Director, VP, CHRO, and Finance as requested.
Build data models and analytical tools (e.g., Excel and other tools) that allow Total Rewards leadership to run scenario analyses, cost projections, and program assessments.
Partner with HR technology and Payroll teams to ensure data integrity across compensation and benefits systems; flag discrepancies and lead resolution.
Support due diligence and integration planning for compensation and benefits analysis—structure harmonization, benefits plan comparison, and total rewards cost modeling.
Participate in cross‑functional HR projects—HR technology implementations, workforce planning initiatives, and organizational design work.
Stay current on regulatory and market developments affecting compensation and benefits; proactively surface relevant changes to leadership.
Other duties as assigned.
Required Qualifications
4‑6 years of progressive experience in Total Rewards, compensation, and/or benefits analytics.
Demonstrated experience building salary structures, conducting market benchmarking, and analyzing benefits plan data in an employer‑side HR environment.
Experience supporting a merit cycle, pay equity review, or compensation structure redesign from an analytical standpoint.
Experience with HRIS platforms (Workday, SAP, UKG, or equivalent); Workday experience strongly preferred.
Advanced Excel proficiency.
Knowledge of HRIS platforms and ability to extract, manipulate, and reconcile compensation and benefits data.
Familiarity with compensation survey tools and platforms (Croner, Mercer, Radford/Aon, WTW, SHRM) and the ability to conduct job matching and extract benchmarking data independently.
Familiarity with benefits administration platforms and TPA reporting tools a plus.
Working knowledge of compensation fundamentals—salary structure design, grade and range methodology, merit matrix construction, pay equity analysis, and incentive plan mechanics.
Working knowledge of health and welfare benefits—self‑insured vs. fully insured plan structures, stop‑loss, claims analysis, ACA compliance, ERISA filings, and open enrollment administration.
Ability to translate complex data into clear, actionable insights for non‑technical audiences including HR leadership, Finance, and business managers.
Strong project management and organizational skills; able to manage multiple analytical workstreams simultaneously across both compensation and benefits cycles.
High attention to data accuracy and a personal commitment to work product quality.
Experience with self‑insured health plan data analysis and benefits cost modeling.
Prior experience in telecommunications, cable, or a similarly complex multi‑state, multi‑location organization.
Education
Bachelor’s degree in Human Resources, Finance, Business Administration, Economics, or a related quantitative field.
Benefits
401(k) retirement plan with employer match.
Insurance options—medical, dental, vision, life, and STD insurance.
Paid Time Off/Vacation starting at 80 hours per year, increasing with tenure.
Floating Holiday—40 hours per year.
Paid Holidays—7 days per year.
Paid Sick Leave—number of paid sick hours per calendar year varies by state and/or local laws.
Tuition reimbursement program.
Employee discount program.
Base Compensation
The base compensation range for this position is $85,700 – $110,000, plus opportunities for benefits. The range represents the low and high end of the hiring range; actual pay may vary based on location, relevant skills, experience, and capabilities.
Equal Opportunity Employer
Astound is an Equal Opportunity Employer and is dedicated to cultivating an inclusive workplace. Discrimination of any kind has no place here. We are committed to providing equal opportunities for all employees and applicants, regardless of race, color, religion, sex, gender, pregnancy, childbirth and related conditions, national origin, age, physical and mental disability, marital status, sexual orientation, genetic information, military or veteran status, citizenship, or other status or characteristic protected by applicable law.
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