Compensation Analyst

Job not on LinkedIn

🔥 12 hours ago

🇺🇸 United States – Remote

⏰ Full Time

🟡 Mid-level

🟠 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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Legence

WebsiteLinkedInAll Job Openings

10,000+ employees

🏗️ Construction

🤝 B2B

⚡ Energy

Construction • B2B • Energy

Legence is a Nasdaq-listed (LGN) provider of engineering, consulting, installation, and maintenance services that improve building performance and reliability for mission‑critical and technically demanding facilities. Founded in 1914 and now a Blackstone portfolio company, Legence delivers MEP engineering and design, program and project management, HVAC and process piping installation/fabrication, and ongoing preventative and corrective maintenance, with a strong emphasis on sustainability, net‑zero building design, and distributed generation. The company serves high-growth sectors including data centers, semiconductors, precision manufacturing, life sciences, healthcare, education, public sector, and commercial real estate, and reports large in-house teams of engineers, consultants, technicians, and craftspeople.

📋 Description

• Lead job evaluations and market pricing using third-party compensation surveys, benchmarking tools, and internal comparison data • Analyze external market data and internal pay positioning to recommend salary ranges, hiring targets, geographic differentials, and other pay considerations • Develop pricing recommendations for new roles, releveling, reorganizations, promotions, and other organizational changes • Maintain benchmark job matches and coordinate annual compensation survey participation • Support development, implementation, and maintenance of job architecture, including job families, career tracks, levels, and titling conventions • Partner with HR Business Partners and leaders to evaluate jobs, recommend levels, and promote consistent job architecture application • Review and consult on job descriptions for clarity, consistency, job-family alignment, career levels, and market benchmarks • Analyze, build, and maintain compensation structures, salary ranges, grade assignments, geographic differentials, and related guidelines • Analyze compensation data including range penetration, compa-ratio, compression, progression, pay relationships, and workforce trends • Build and maintain compensation reports, dashboards, and decision-support tools • Validate, reconcile, document, and review compensation data and assumptions • Conduct and support pay equity analyses, remediation modeling, compensation audits, documentation, data validation, and control activities • Work with the Director, Compensation & Benefits and stakeholders on compensation analysis, program design, job architecture, and compensation structure initiatives • Coordinate analytical and operational support for annual compensation cycles, including planning, system setup, administration, modeling, analysis, and validation • Provide data-backed compensation guidance for hiring, promotions, internal mobility, and organizational changes; escalate complex cases and policy exceptions • Prepare analyses, summaries, and recommendations for leadership review • Provide backup support for broader compensation and equity-related activities and perform other duties as assigned

🎯 Requirements

• Bachelor's degree in Human Resources, Finance, Business, Economics, Data Analytics, or a related field • Minimum of 3 years of compensation experience, with direct exposure to market pricing, compensation survey analysis, job architecture, compensation structures, and/or compensation analytics • Experience supporting job evaluation, job leveling, job architecture frameworks, and compensation structures • Strong analytical and advanced Excel skills, including pivot tables, lookups, formulas, modeling, data validation, and clear presentation of findings • Ability to manage detailed work with a high degree of accuracy, judgment, organization, and confidentiality • Strong written and verbal communication skills, including the ability to explain compensation analyses and recommendations clearly to HR and business stakeholders • Ability to travel occasionally for business needs, meetings, and onsite collaboration, as required • Preferred: Experience with pay equity analysis and supporting annual merit and bonus cycles • Preferred: Experience with HRIS, compensation survey, market-pricing, or reporting tools such as CompAnalyst, MarketPay, Excel, Power BI, or similar platforms • Preferred: Certified Compensation Professional (CCP) designation or progress toward certification