Compensation Analyst

At Epiq, your work contributes to complex, global legal outcomes. You’ll join a values-driven community where integrity guides decisions, relentless service sets the bar, and wethrive on big challenges together. We invest in your growth with enterprise-wide learning and mobility. We celebrate who you are, and we respect life beyond work with flexibility that’s recognized externally. Enabled by modern platforms and AI, you’ll do the most meaningful work of your career and see your impact at scale.

Job Description:

Job Summary

The Compensation Analyst evaluates the organizations jobs, documenting responsibilities and requirements in job descriptions. Contributes organizational data to, and analyzes results of, compensation surveys. Conducts market analysis of company jobs to determine competitive positioning of the organizations pay programs. Participates in annual salary administration programs, including salary structure maintenance. Participates in administration of annual performance management, incentive, or salary increase programs.

Essential Job Responsibilities

• Conduct comprehensive market pricing and benchmarking studies to ensure competitive pay structures.
• Participate in annual salary surveys and analyze results to inform compensation decisions.
• Assist in the design, development, and implementation of base pay, incentive, and bonus plans.
• Perform job evaluations and create/update job descriptions to reflect accurate responsibilities and requirements.
• Analyze compensation data to identify trends, issues, and opportunities for improvement.
• Support the annual compensation review process, including merit, promotion, and equity adjustments.
• Prepare compensation reports and presentations for various stakeholders, including HR, management, and executives.
• Ensure compliance with all applicable federal, state, and local compensation laws and regulations.
• Collaborate with HR Business Partners and other departments on compensation-related matters.
• Educate employees and managers on compensation policies and programs.

Qualifications & Requirements

• Education:
• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field. 2-4 years of experience in compensation analysis or a similar analytical role. Strong analytical and quantitative skills with proficiency in Microsoft Excel Experience with Workday and compensation management software Solid understanding of compensation principles, practices, and regulatory requirements. Excellent written and verbal communication skills, with the ability to present complex information clearly. High attention to detail and accuracy. Ability to handle sensitive and confidential information with discretion. Strong problem-solving skills and the ability to work independently and as part of a team.

• Experience:
• Required: 2-4 years of experience in compensation analysis or a related role.
• Preferred: Experience with compensation administration and data analysis.

• Skills:
• Analytical Thinking
• Business Intelligence (BI)
• Compensation Administration
• Compensation Plans
• Confidentiality
• Data Analysis
• Data Reporting
• Detail-Oriented
• End-to-End Project Management
• Global Compensation
• High-Integrity
• Human Resources Information Systems (HRIS) Administration
• Microsoft Office
• Stakeholder Management
• Worker's Compensation

Physical Requirements: Ability to work in an office environment and perform tasks that may require sitting, standing, and using office equipment.

The Compensation range for this role is $80,000 to $85,000 USD annually and may be eligible for an annual bonus.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.

Must be authorized to work in the United States for any employer.

#LI-MM2 #LI-Remote

Your specific salary will be determined based on several factors:

• Location-based market rate for the role

• Your abilities in relation to the job specification

• Performance during screening and interview

• Pay parity with the wider team in the considered location

Further details about the package will be provided during the initial screening call with the Talent Acquisition Team.

Click here to learn about Epiq's Benefits.

Epiq Leadership Compass

Fosters Relationships & Collaboration

Builds trust and alignment through open communication, shared goals, and strong partnerships to drive collective success.

• Build trust-based partnerships

• Nurture long-term relationships

• Remove collaboration barriers

• Celebrate cross-team success

Engages & Influences

Inspires action and alignment through clear communication, purposeful influence, and a compelling vision.

• Use storytelling to build buy-in

• Align communication with organizational goals

• Guild alignment through strong engagement

Maximizes Performance

Sets and reinforces performance standards that drive results, ensure accountability, and align with Epiq’s goals.

• Use data to identify improvement opportunities

• Make informed decisions

• Align team goals with boarder strategy

• Empower teams to manage their own goals

• Translate vision into clear priorities

• Prepare for disruptions with strong change management

Achieves Operational Success

Drives continuous improvement and operational excellence through smart processes, data insights, and quality execution.

• Improve workflows for team efficiency

• Use clear documentation and expectations

• Resolve issues quickly using data and feedback

It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request. Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.