Senior Compensation Analyst

🔥 13 hours ago

🌐 Philippines, South Africa – Remote

🇵🇭 Philippines – Remote 🇿🇦 South Africa – 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

• Shape Boldr's global compensation strategy alongside the Senior Manager, Total Rewards. • Own job leveling frameworks and salary structures day to day. • Lead market benchmarking, including scoping methodology and validating results. • Turn compensation data into inputs for financial planning, pay equity audits, and total rewards forecasting. • Drive clarity and consistency in global job architecture, leveling frameworks, and compensation bands. • Build leveling guides, career ladders, and job description standards. • Partner with internal stakeholders on new and evolving roles to ensure consistent scoping and leveling. • Conduct job evaluations, analysis, salary benchmarking, and job scoping. • Co-lead the annual compensation review cycle and related meetings. • Lead compensation projects end to end, including timelines, stakeholder coordination, and status reporting. • Design and maintain dashboards, data models, reports, and analytics for the Total Rewards team. • Set data-integrity standards across HRIS and compensation systems. • Champion process improvement, including piloting and rolling out AI-enabled workflows. • Advise People Business Partners and Talent Acquisition on complex or high-stakes pay decisions and global offer strategies. • Track local regulatory requirements across regions and flag risk areas. • Design and run internal audits and reviews, and improve compensation policies and documentation. • Build communications and training materials for People Leaders. • Serve as the primary backup contact for compensation matters when the Senior Manager is unavailable. • Prepare compensation findings, trends, and recommendations for People leadership and business stakeholders. • Mentor Total Rewards team members on compensation methodology and best practices.

🎯 Requirements

• A 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 (Human Resources Information Systems) software and CRM systems. • Prior compensation experience in a BPO or staffing environment is a plus. • Professional certifications such as CCP (Certified Compensation Professional) or GRP (Global Remuneration Professional) are strongly preferred.