{"id":1551824,"url":"https://alion.io/job/yeti-senior-compensation-analyst","title":"Senior Compensation Analyst","company":{"id":1757136,"name":"YETI","domain":"yeti.com","url":"https://alion.io/company/yeti-com","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":null},"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":["Austin, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":55000,"max_usd":109000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":2746},"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Microsoft Excel","optional":false}],"status":"live","first_seen_at":"2026-09-22T00:00:00Z","employer_posted_date":"2026-09-22","last_verified_at":"2026-11-06T07:37:08Z","board_verified":true,"closed_at":null,"days_open":45,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":45},"description":"At YETI, we believe that time spent outdoors matters more than ever and our gear can make that time extraordinary. When you work here, you’ll have the opportunity to create exceptional, meaningful work and problem solve with innovative team members by your side. Together, you’ll help our customers get the high-quality gear they need to make the most of their adventures. We are BUILT FOR THE WILD™.\nAbout the Role\nTheSenior Compensation Analyst supports the design, administration, analysis, and ongoing management of compensation programs across the organization. This role partners with Talent Business Partners, Talent Acquisition, Finance, Payroll, Legal, and business leaders to provide data-driven guidance on market pricing, job evaluation, salary structures, incentive programs, compensation planning, and pay-related compliance.\nThis role requires strong analytical capability, sound compensation judgment, and the ability to translate complex data into practical recommendations. The Senior Compensation Analyst independently manages recurring compensation processes and contributes to broader projects that support competitive, equitable, compliant, and scalable pay practices.\nWhat You'll Do\nCompensation Strategy & Program Administration\nSupport the design, administration, and governance of base pay, variable pay, and other compensation programs.\nManage key components of annual compensation planning processes, including eligibility reviews, data validation, planning tools, statement testing, approvals, communications, and stakeholder coordination.\nConduct market pricing, compensation benchmarking, pay range analysis, and internal equity reviews to inform pay recommendations.\nMaintain salary structures, pay ranges, guidelines, and compensation-related documentation across assigned populations or geographies.\nReview compensation requests, including new hire offers, promotions, transfers, adjustments, and other pay actions, ensuring alignment with guidelines, budget, internal equity, and market data.\nProvide guidance to Talent Acquisition, Talent Business Partners, and leaders on compensation policy, offer positioning, pay decisions, and exception processes.\nPartner with HRIS teams to test and validate compensation-related Workday data, processes, reports, and configuration changes.\nJob Architecture & Organizational Design\nSupport the administration of the organization’s job architecture, including job levels, grades, job profiles, and related governance practices.\nConduct job evaluations, leveling assessments, and job description reviews using established frameworks and market data.\nCreate, update, and maintain job profiles and compensation-related job data in Workday.\nPartner with Talent Business Partners and leaders to ensure roles are appropriately aligned to job responsibilities, organizational structure, and compensation levels.\nConduct periodic audits to support data quality, job structure integrity, and consistent application of leveling guidelines.\nIncentive Compensation & Bonus Programs\nAdminister annual, quarterly, and other incentive or bonus programs, including eligibility validation, payout calculations, and participant data reviews.\nAnalyze eligible earnings, performance inputs, proration, and other factors that impact incentive calculations.\nSupport the development, maintenance, and testing of incentive plan tools, payout models, and calculation templates.\nReview plan documentation and participant communications for accuracy and consistency with approved program design.\nRespond to compensation and incentive-related questions from HR partners, leaders, and employees as appropriate.\nRegulatory Compliance & Pay Transparency\nSupport compensation compliance activities, including pay transparency, FLSA/exemption reviews, and other applicable federal, state, local, or global requirements.\nMonitor compensation policies, practices, and documentation to support consistent governance and compliance.\nPartner with Legal, Payroll, HR, and Finance to research and resolve compensation-related compliance questions.\nCompensation Analytics & Workforce Insights\nPrepare recurring and ad hoc compensation, headcount, workforce, and incentive-related analyses for HR, Finance, and leadership audiences.\nDevelop reports, dashboards, and models that support compensation planning, workforce planning, retention analysis, organizational changes, and business decision-making.\nParticipate in compensation surveys and external benchmark submissions; analyze survey results to inform market insights and pay structure recommendations.\nIdentify trends, risks, and opportunities in compensation data and communicate findings in a clear, actionable manner.\nSupport broader talent analytics requests by combining internal workforce data with external market information where appropriate.\nProject Leadership\nLead discrete compensation projects and contribute to larger total rewards initiatives, including structure updates, pay transparency readiness, incentive plan improvements, and process automation.\nDevelop scalable tools, templates, SOPs, and governance documentation to improve accuracy, efficiency, and consistency.\nPartner cross-functionally with Finance, Talent, Payroll, Legal, HRIS, and business stakeholders to implement compensation processes and program enhancements.\nSupport compensation cost modeling, scenario analysis, and organizational planning initiatives.\nIdentify opportunities to streamline recurring processes and strengthen operational controls.\nWhat You Bring\nBachelor's degree in Human Resources, Finance, Business Administration, Economics, Statistics, or related field. \nCCP (Certified Compensation Professional) certification preferred. \n5+ years of progressive compensation, total rewards, HR analytics, finance, or related analytical experience. \nDemonstrated experience with compensation planning, market pricing, salary structures, job evaluation, and internal equity analysis. \nExperience supporting incentive or bonus programs, including eligibility reviews, payout calculations, and plan administration. \nExperience working with HRIS platforms; Workday experience preferred.\nExperience supporting global or multi-state compensation programs preferred.\nTechnical Skills\nAdvanced Excel skills, including complex formulas, lookups, pivot tables, modeling, and data validation.\nStrong analytical skills with the ability to interpret large data sets, identify trends, and develop actionable recommendations.\nExperience with compensation survey platforms, market data sources, and benchmarking methodologies.\nWorking knowledge of compensation principles, pay transparency requirements, and applicable wage and hour regulations.\nStrong written communication skills, including the ability to develop clear reports, summaries, presentations, SOPs, and governance documentation.\nProficiency with Workday, reporting tools, and data visualization tools preferred.\nBenefits & Perks:\nClick here to learn about the benefits and perks we offer at YETI.\nYETI is proud to be an Equal Opportunity Employer.\nOur commitment to creating a diverse, equitable, and inclusive culture is at the center of everything we do for our employees. We embrace all applicants looking to bring their authentic selves to YETI and contribute to our mission of keeping the wild WILD. Find out more about our commitment to DE&I atyeti.com/esg.html.\nAll applicants for employment will be considered without regard to an individual’s race, color, sex, gender identity, gender expression, religion, age, national origin or ancestry, citizenship, physical or mental disability, medical condition, family care status, marital status, sexual orientation, genetic information, military or veteran status, or any other basis protected by federal, state or local laws.\nYETI Applicant Privacy Notice\nYETI welcomes and encourages applications from people with disabilities. Accommodations are available upon request for candidates taking part in all aspects of the selection process. 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