Senior Compensation Analyst

🔥 3 hours ago

🇵🇭 Philippines – Remote

⏰ Full Time

🟠 Senior

🧐 Analyst

👻 Ghost score 10%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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Boldr

WebsiteLinkedInAll Job Openings

501 - 1000 employees

💼 Consulting

📦 Logistics

📣 Marketing

Consulting • Logistics • Marketing

Boldr is a global company that specializes in managed outsourcing and global employment services. The company prides itself on being a certified B Corporation, focusing on ethical outsourcing by building teams that are an extension of the client's brand. Boldr provides a wide array of services including customer experience support, engineering, data, and technical services, primarily targeting industries such as eCommerce and SaaS. It is committed to creating circular value for its clients, careers of its team members, and the communities it operates in, aligning with principles of social sustainability and impact. With a strong emphasis on creating a sense of purpose and belonging, Boldr offers expertise in global recruiting, onboarding, and performance management, supporting over 100 client partners globally.

📋 Description

• Own the day-to-day technical execution of Boldr's global compensation programmes. • Serve as the primary backup point of contact for the Senior Manager, Total Rewards on compensation operations. • Maintain compensation structures, conduct job evaluations, and perform market benchmarking. • Shape Boldr's global compensation strategy and maintain continuity of strategic initiatives. • Own job leveling frameworks and salary structures, and lead market benchmarking using platforms such as Mercer and Radford. • Provide compensation data for financial planning, pay equity audits, and total rewards forecasting. • Drive consistency in job architecture, leveling frameworks, compensation bands, leveling guides, career ladders, and job description standards. • Partner with stakeholders on new and evolving roles to ensure consistent scoping and leveling. • Conduct job evaluations, salary benchmarking, job scoping, and compensation analysis. • Co-lead the annual compensation review cycle and lead compensation projects end to end. • Coordinate timelines, stakeholders, status reporting, People Operations, People Business Partners, Finance, and external compensation tool vendors. • Design and maintain dashboards, data models, reports, and analytics for the Total Rewards team. • Set data integrity standards across HRIS and compensation systems. • Pilot and roll out AI-enabled workflows to improve speed and consistency. • Advise People Business Partners and Talent Acquisition on complex pay decisions and global offer strategies. • Track local regulatory requirements and flag compensation risk areas. • Design and run internal audits and reviews, and improve compensation policies and documentation. • Prepare communications and training materials for People Leaders. • Prepare compensation findings, trends, and recommendations for People leadership and business stakeholders. • Mentor Total Rewards team members on compensation methodology and best practices.

🎯 Requirements

• Bachelor's degree in Human Resources, Business, Finance, or a related field. • 5+ years of experience in compensation analysis or total rewards, including experience in a global or multi-country environment. • Deep, hands-on expertise in job evaluation, market benchmarking, job description creation, compensation analysis, and building salary bands. • Demonstrated project management skills, with experience leading compensation projects from scoping through delivery. • Experience managing compensation systems (e.g., PayScale, Payfactors) and survey platforms (e.g., Mercer, Radford). • Deep understanding of global compensation frameworks, pay equity, and compliance standards. • Strong stakeholder management and influencing skills, with the confidence to advise leaders on complex pay decisions. • Experience or strong interest in applying AI tools to compensation workflows to improve speed and consistency. • Solid working proficiency with HRIS software and CRM systems. • Professional certifications such as CCP or GRP are strongly preferred.