Compensation Analyst

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A Compensation Analyst in the utilities industry is responsible for designing, implementing, and managing compensation strategies that align with the organization’s mission, regulatory requirements, and competitive market conditions. Operating within a shared services environment, this position will support compensation activities across three affiliated companies, ensuring consistency while addressing unique business needs.

Core Responsibilities

Develop and implement compensation strategies that support organizational goals, ensuring pay practices are competitive, equitable, and aligned with market conditions
Lead market pricing and compensation benchmarking efforts, utilizing salary surveys and industry data to evaluate and maintain competitive pay structures
Analyze job duties and responsibilities to determine appropriate compensation levels, job classifications, and job leveling alignment across the organization
Support and help refine job leveling frameworks, ensuring consistency, internal equity, and clear career progression pathways
Conduct regular compensation and job audits to ensure data accuracy, internal consistency, and compliance with company policies and regulatory requirements
Prepare and present compensation reports to leadership, including insights on pay equity, market trends, and actionable recommendations
Support compensation cycles such as annual merit reviews, promotions, and incentive/spot award programs
Ensure compliance with federal, state, and local labor laws, including the Fair Labor Standards Act (FLSA)
Collaborate with HR, finance, and legal teams to integrate compensation strategies into budgeting, forecasting, and policy frameworks
Maintain and update job descriptions to reflect current duties, responsibilities, and leveling structures
Manage projects related to compensation analysis, process improvement, and pay-for-performance initiatives
Operate effectively within a shared services model, delivering standardized yet flexible compensation support to multiple business units/companies
Utilize HRIS, ATS, and ERP systems to manage employee data, compensation records, reporting, and audit tracking

Skills and Qualifications

Education: Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field preferred
Experience: Minimum 5 years in compensation or HR analytics, preferably within a large organization or regulated industry
Analytical Skills: Strong experience in data analysis, market pricing, salary modeling, and job leveling methodologies
Technical Skills: Advanced Microsoft Excel (pivot tables, formulas, modeling); experience with HRIS, ATS, and ERP systems
Communication: Strong verbal and written communication skills with the ability to present complex data to stakeholders at all levels
Compliance Knowledge: Solid understanding of compensation regulations, auditing practices, and labor laws

TRC Talent Solutions is proud to be an Equal Opportunity Employer (EOE). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law. At TRC, we take pride in fulfilling our opportunity to add value to our client's business as their staffing partner, while working tirelessly to connect thousands of individuals each year with work opportunities where they can meet the needs of their families and have the potential to build their careers.

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5 Questions You Should Ask During the Interview

Here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

What does success look like in this role, and how is it measured?

Why ask this? You want to ensure you have a clear understanding of expectations before accepting the role. Knowing how success is measured helps you hit the ground running and avoid surprises about performance evaluations. It also signals to the employer that you're results-driven.

Can you describe the team dynamic and the company culture?

Why ask this? Skills and experience matter, but if the work environment isn’t a good fit, you won’t be happy or productive. This question helps you gauge whether the company values collaboration, how teams interact, and whether the culture aligns with your work style and values.

What are the biggest challenges facing the person in this role right now?

Why ask this? Every job has challenges, and it’s better to know them upfront. This helps you assess whether the role is a good fit for your strengths and whether the company is realistic about its expectations. If they hesitate to answer, it could be a red flag.

How does the company support work-life balance and employee well-being??

Why ask this? Burnout is real, and some companies expect employees to sacrifice personal time for the job. By asking this, you’ll get a sense of how they value work-life balance, flexibility, and well-being—things that are crucial for job satisfaction and long-term success.

These questions help you make an informed decision while also showing your professionalism and strategic thinking!

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