{"id":3485025,"url":"https://alion.io/job/carter-machinery-senior-compensation-analyst","title":"SENIOR COMPENSATION ANALYST","company":{"id":7326,"name":"Carter Machinery","domain":"cartermachinery.com","url":"https://alion.io/company/carter-machinery","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"UltiPro","truth_index":{"grade":"A","score":86,"open_postings":35,"ghost_share":0,"stale_share":0.543,"repost_share":0,"time_to_fill_p50_days":50,"computed_at":"2026-11-04T06:34:25Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Salem, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":85000,"max":120000,"currency":"USD","period":"year","gross":null,"usd_annual":120000},"salary_estimate":null,"experience_years_min":6,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Microsoft Excel","optional":false},{"name":"Power BI","optional":false}],"status":"live","first_seen_at":"2026-10-29T19:51:37Z","employer_posted_date":"2026-10-29","last_verified_at":"2026-11-05T00:27:14Z","board_verified":true,"closed_at":null,"days_open":6,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":6},"description":"Join a Company That’s Built to Elevate You. \nAt Carter Machinery, we don’t just offer jobs - we offer long-term careers defined by purpose, innovation, and impact. We’ve built an award-winning workplace where high achievers thrive, careers grow, and your work truly matters.\nOur legacy is strong, our vision is bold, and our future is built on investing in the growth and well-being of our people. Whether you're turning a wrench, managing operations, or supporting customers, you play a vital role in powering industries that moves the world forward.\nJob Title: Senior Compensation Analyst\nLocation: Salem, Virginia; Richmond, Virginia\nStarting Compensation Range: $85,000 - $120,000 per year\nWhat You Will Do:\nMarket Pricing and Insight\nOwn Carter's market pricing methodology, survey portfolio (Caterpillar dealer survey data, Payfactors and WTW) and job-matching standards\nInterpret market movement and recommend proactive actions\nAdvise leaders on compensation trends and pay strategies needed to attract and retain top talent\nSalary Structures and Governance\nDesign and model salary structures and geographic differentials and recommend updates\nDraft and refine compensation policies and guidelines and contribute to incentive plan design\nJob Architecture\nGovern job architecture framework, keeping leveling, titling and career paths consistent across operating units\nMake final FLSA, EEO and leveling decisions, and resolve or escalate complex cases\nPartner with leaders as roles evolve, including emerging data center and power generation roles\nPay Decisions and Advisory\nRecommend and approve compensation requests for new hires, promotions, lateral moves, internal and geographic transfers, and organizational changes, guided by Carter's pay philosophy\nAdvise HR and department leaders on complex cases, including retention risk, compression and counter offers\nApprove every posted pay range and ensure it meets pay transparency requirements in each state\nAnnual Compensation Programs\nPartner with Total Rewards leader to plan and run the annual cycle, including budgeting, merit guidelines and incentive payouts\nOwn bonus program accuracy and controls and recommend design improvements\nContribute to design and implementation of merit, bonus and deferred compensation programs\nEstablish review controls with HRIS and Payroll that protect data integrity\nEducation, Communication and Improvement\nEducate operations leaders on compensation principles and governance standards, and deliver training\nDevelop communication strategies that build transparency and understanding of Carter's pay programs\nLead improvements to compensation programs, workflows and HRIS use to improve the employee and manager experience\nWork with team to achieve Continuous Improvement goals and objectives\nPerform other duties as assigned\nWhat We’re Looking For:\nRequired\nBachelor's degree in human resources, business, finance, economics or a related field, or equivalent experience\nMinimum six years of compensation experience, including ownership of salary structures, compensation cycles or a job architecture project\nWorking knowledge of FLSA exemption tests and pay transparency requirements\nExperience supporting compensation programs such as annual merit process and bonus cycles\nExperience with UKG Pro, Workday, or similar HRIS experience\nExperience with job evaluation methods and job architecture\nAdvanced Excel skills, including modeling and scenario analysis\nExperience with interpreting salary surveys and benchmarking data and making recommendations\nFamiliarity with job code setup and job architecture\nStrong communication skills and ability to influence others\nAbility to explain pay decisions to operations leaders in business terms and hold firm on governance standards\nStrong attention to detail, data accuracy, and ability to manage confidential data\nPreferred\nCertified Compensation Professional (CCP) designation\nExperience with WTW, Pay Factor, Market Pay, Radford, iMercer\nPower Query, Power BI or regression-based pay equity analysis\nExposure to variable pay plan administration\nExperience in an equipment dealer, distribution, construction, industrial, or energy environment\nExperience in a multi-state employer with a field, technical or skilled-trades workforce\nSkills and competencies\nCompensation expertise: deep knowledge of structures, incentives and pay equity; sets standards for others; Own the job evaluation, administration and maintenance of a job architecture framework maintaining consistency with job leveling, titling, and career pathing across operating units\nBusiness acumen: connects pay decisions to cost, talent risk and operating results; Partner with Total Rewards leader to execute the annual compensation planning cycle, including budgeting, merit increases, and incentive payouts\nAnalytical rigor: turns complex analysis into clear recommendations; Provide analysis and guidance to ensure pay decisions align with internal pay philosophy and market competitiveness\nCollaboration: builds partnerships across divisions and earns the trust of senior leaders; Ensure integrity and accuracy of data through rigorous review and collaboration with HRIS and Payroll teams. Provide insights on compensation industry trends and recommend adjustments as necessary to attract and retain top talent\nCustomer focus: designs customer-centric solutions that balance leader needs with governance framework; Support efforts to educate ops leaders on compensation principles and governance standards\nContinuous improvement: redesigns processes and tools for efficiency and effectiveness\nInfluence: build partnerships and work collaboratively to meet shared objectives; Support the company’s bonus program including eligibility, accrual updates, calculations and payouts\nDiscretion: protects highly sensitive and confidential information and sets the standard for others\nWhat Success Looks Like In This Role:\nMarket-competitive pay: market positioning of job families and salary structures, with proactive recommendations that keep Carter competitive\nSound job architecture: integrity of leveling, titling and career paths across operating units\nReliable annual programs: well-designed cycle timelines and quality controls for merit, bonus and deferred compensation\nData integrity: review controls that keep compensation data accurate end to end\nInformed leaders: effective leader education and communication strategy\nContinuous improvement: redesigned workflows and better use of HRIS and compensation tools\nPromoting a positive customer experience\nUpholding the Core Values of Integrity, Commitment, Excellence and Teamwork by embracing The Carter Way\nPhysical Requirements:\nRegularly required to sit and talk or hear\nFrequently required to stand, walk, use hands to finger, handle, or feel and reach with hands and arms\nOccasionally lift and/or move up to 20 pounds\nSpecific vision abilities required by this job include close vision, distance vision and ability to adjust focus\nCompetitive Compensation and Benefits:\nHealth, dental and vision insurance\nPaid time off\n401(k), $0.75 to $1.25 match up to 6%\nLife and disability insurance \nIn-house training instructors/programs\nTuition reimbursement\nEmployee referral bonus program\nTool allowances and tool loans\nDiscounts on cellular phone service, computers, and vehicles\nYou’ll gain access to real learning, real advancement, and a real future in a company that’s reshaping what it means to lead in our industry. If you're looking for purpose, possibilities, and a team that wins together - you belong at Carter Machinery.\nCome build what matters and build your future with us. \nActual base pay may vary based on experience, skills, qualifications, education, geographic location, and other relevant business considerations. In addition to base pay, the compensation package may include participation in performance-based incentive programs (e.g., discretionary or non-discretionary plans), as well as overtime eligibility depending on the role.\nCarter Machinery Co. Inc. is an EEO/AA Employer. 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