Adecco is hiring: Senior Compensation Analyst in Tysons Corner

To expedite consideration, please email your resume to leslie.montgomeryadeccona.com and call directly (803) 417-0296 AM/PM. We are currently assisting our client, one of the largest fast-growing global manufacturing, electrical and electronic security engineering companies, in their search for a Compensation Team (Compensation Manager, 2 x Sr. Compensation Analysts & Jr. Compensation Analyst), to join their Human Resources (HR) department, for their location in Tysons, VA. These are direct hire and a 100% onsite position at their Corporate HQ. The annual salary base is negotiable with experience, (see below position/level titles and salary), $70k - $140k max for base, STELLAR benefits, OUTSTANDING company culture, and INCREDIBLE upward mobility career growth HR Compensation Team – NEW TEAM Tysons, VA Corp HQ – 100% onsite Seeking candidates who have a variety of backgrounds between professional/IT, electrical construction, manufacturing, and OCONUS Planning for this team to be standing up by the end of this year 1 x Compensation Manager - $105k - $140k annual salary 2 x Sr. Compensation Analysts - $85k - $110k annual salary 1 x Jr. Compensation Analyst - $70k - $90k annual salary The Compensation Analyst Team (NEW ROLES/DEPARTMENT) are responsible for designing, implementing, and managing the company’s compensation programs, ensuring alignment with organizational objectives and market competitiveness. This role requires advanced analytical skills to evaluate complex compensation structures, conduct in-depth market analyses, and develop strategies that attract and retain top talent. The Sr. Compensation Analyst serves as a subject matter expert and works closely with HR leadership, finance, and senior management to ensure fair, equitable, and competitive compensation practices. Key Responsibilities: Compensation Strategy & Program Design: Lead the development and implementation of competitive compensation programs, including base pay, incentive programs, and long-term equity plans. Analyze compensation programs and recommend enhancements or adjustments to ensure competitiveness in the market. Collaborate with senior leadership to create strategies for executive compensation, merit increases, and incentive plans. Market Research & Benchmarking: Conduct complex market analysis and industry benchmarking studies to assess compensation trends, best practices, and emerging market conditions, including industry benchmarking for roles outside of the continental United States. Use industry salary surveys and proprietary data to recommend adjustments to the company’s compensation structure. Provide insights into compensation trends and their impact on the organization’s ability to attract and retain talent. Job Evaluation & Pay Grading: Lead the job evaluation process, including analyzing and assigning pay grades for new and existing positions. Oversee the maintenance of job descriptions to ensure they accurately reflect job duties and responsibilities. Provide guidance to HR and business leaders on job leveling and internal equity practices. Compliance & Legal Adherence: Ensure all compensation programs comply with federal, state, and local laws, including FLSA, Equal Pay Act, and other relevant regulations. Monitor the effectiveness of compensation policies and procedures, conducting regular audits and making recommendations for improvements. Collaboration & Stakeholder Communication: Serve as a trusted advisor to HR, finance, and business leaders on compensation-related issues. Partner with the business leaders to address compensation issues during performance reviews, job evaluations, and promotions. Lead the communication of compensation programs and changes to senior leadership and employees. Data Analysis & Reporting: Develop and analyze compensation reports, ensuring data accuracy and making recommendations based on findings. Manage compensation modeling and forecasting to support budget planning and financial analysis. Provide regular reports to senior management on compensation trends, pay equity, and other related metrics. Mentorship & Leadership: Mentor and provide guidance to junior compensation analysts, sharing expertise and best practices. Lead or participate in cross-functional teams to support HR projects and initiatives related to compensation. Qualifications: Education: Bachelor’s degree in human resources, finance, or related field required. Professional certification in compensation (CCP, CEP, or SHRM-SCP) preferred. Experience: Jr. Analyst - 2 years progressive experience in compensation analysis or related HR roles, with demonstrated expertise in market analysis, job evaluation, and compensation strategy. Sr. Analyst - 5 years of progressive experience in compensation analysis or related HR roles, with demonstrated expertise in market analysis, job evaluation, and compensation strategy. Compensation Manager - 7 years of progressive experience in compensation, with at least 2 years in a leadership or managerial role. Extensive experience with compensation benchmarking, job evaluation, pay structure design, and incentive programs. Experience working with executive compensation, equity programs, and incentive plan design is highly preferred. Familiarity with compensation software, HRIS systems, and advanced Excel skills. Skills: Advanced analytical and quantitative skills, with the ability to interpret complex data sets and provide actionable insights. Strong understanding of compensation principles, including pay structures, market analysis, and regulatory compliance. Exceptional communication skills, with the ability to present complex compensation concepts to executives and non-HR professionals. Strong project management skills, with the ability to handle multiple tasks and meet tight deadlines. Ability to influence and build strong relationships with senior stakeholders. Ability to maintain integrity and discretion. Benefits: Competitive salary and comprehensive benefits package. Medical, dental, vision, life, and disability insurance. Paid time off and tuition reimbursement. 401k Retirement Plan. Military Reserve pay offset. Paid maternity leave. Abilities: Exposure to computer screens for an extended period. Sitting for extended periods of time. Reach by extending hands or arms in any direction. Physical strength, stamina, and the ability to walk or stand for long periods of time. Have finger dexterity to manipulate objects with fingers rather than whole hands or arms, for example, using a keyboard. Listen to and understand information and ideas presented through spoken words and sentences. Communicate information and ideas in speaking so others will understand. Read and understand information and ideas presented in writing. Apply general rules to specific problems to produce answers that make sense. Identify and understand the speech of another person. Equal Opportunity Employer/Veterans/Disabled​​ To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to https://www.adecco.com/en-us/candidate-privacy ​ ​ The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:​ ​The California Fair Chance Act Los Angeles City Fair Chance Ordinance​ Los Angeles County Fair Chance Ordinance for Employers​ San Francisco Fair Chance Ordinance