The Compensation Analyst, reporting to the Director of HR, supports the development, implementation, and administration of the company’s compensation programs and infrastructure. This role is responsible for market pricing, job evaluation, salary range development, job architecture, internal equity analysis, geographic compensation analysis, and compensation modeling to help maintain competitive, consistent, and scalable compensation practices as the company grows.
Operating in a fast-growing manufacturing organization with employees across 27+ states and manufacturing operations in four states with continued expansion anticipated, the Compensation Analyst will help build scalable and consistent compensation practices that support continued growth while recognizing differences in labor markets, job requirements, organizational levels, and geographic locations.
The Compensation Analyst will work closely with the Director of HR, Leadership, HR team, and Talent to evaluate positions, develop and maintain job descriptions, establish appropriate compensation ranges, analyze relationships between positions and incumbents, and provide data-driven compensation analysis and recommendations to support company compensation decisions. While this is a remote position, occasional travel (approximately per quarter) to our corporate headquarters in Reno, Nevada, is required for team collaboration and strategic planning.
Why SendCutSend?
SendCutSend is an on-demand manufacturing company specializing in custom sheet metal and CNC machining. We serve more than 150,000 engineers, fabricators, and businesses across the U.S. and Canada. We operate out of five facilities located in Nevada, Kentucky, and Texas.
Our business is built on reliability, accountability, quality, and constant improvement. Everyone here plays a real role in our success. We value people who are collaborative, innovative, and committed to detailed high-quality work. We’re scaling fast and building the future of manufacturing. If you’re excited to join the team and grow with us, we want to hear from you!
- Conduct market compensation research and benchmark new and existing positions using relevant industry, geographic, and labor-market data.
- Develop and maintain salary ranges, job levels, and compensation structures that can scale with organizational growth.
- Evaluate positions based on responsibilities, scope, complexity, qualifications, organizational level, and market data to recommend appropriate classification and compensation.
- Develop, review, and maintain job descriptions in partnership with HR and department leadership, ensuring consistency in job scope, qualifications, and organizational level.
- Analyze internal pay relationships and identify potential compression, equity, market alignment, or compensation consistency concerns.
- Conduct geographic compensation analysis to support employees located across multiple states and manufacturing locations.
- Analyze and prepare recommendations for new hires, promotions, market adjustments, equity adjustments, reclassifications, and other compensation changes.
- Lead the annual merit and compensation review process, including compensation modeling, process coordination, analysis of recommendations, identification of exceptions and internal equity concerns, and evaluation of the organizational and financial impact of proposed changes.
- Develop and maintain job architecture, including job families, career levels, and consistent leveling criteria for individual contributor and leadership positions.
- Analyze compensation trends and prepare reports, models, and recommendations for the HR Director and President to support compensation planning and decision-making.
- Partner with Finance and Payroll on compensation budgeting, workforce planning, and accurate implementation of approved compensation changes.
- Periodically evaluate shift differentials, premiums, incentive programs, and other compensation components for market competitiveness and internal consistency.
- Maintain compensation data, methodologies, and supporting documentation to ensure compensation practices are consistent, scalable, and defensible.
- Support compensation-related compliance requirements and maintain appropriate confidentiality of employee compensation information.
- Perform other related duties as assigned.
- Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent combination of education and relevant experience.
- 4+ years of experience in compensation, total rewards, HR analytics, or a related field, including hands-on compensation analysis.
- Working knowledge of federal and state wage and hour laws and compensation-related employment requirements.
- Experience with market pricing, compensation benchmarking, salary ranges, job evaluation, and internal equity analysis.
- Experience developing, and writing job descriptions and analyzing those positions based on responsibilities, scope, qualifications, and organizational level.
- Strong analytical skills with advanced proficiency in Google Sheets or Excel and the ability to translate compensation data into clear recommendations.
- Experience with market pricing tools such as ERI, Payscale, or compensation platforms.
- Must be eligible to work in the United States; visa sponsorship is not available for this role.
- Strong written communication, attention to detail, and ability to handle sensitive compensation information with appropriate confidentiality.
- Ability to manage multiple projects and priorities in a fast-paced, growing organization
- Ability to travel to the company’s corporate location in Reno, Nevada, approximately per quarter, with additional travel as business needs require.
- Preferred Qualifications:
- 5+ years of compensation or total rewards experience, preferably supporting a multi-state organization.
- Experience supporting compensation programs in manufacturing, industrial, technology, or another fast-growing organization with both hourly and salaried employees.
- Experience developing or improving job architecture, job families, career levels, salary structures, and geographic compensation practices.
- Experience with compensation survey platforms, HRIS systems, compensation modeling, and annual merit or compensation review processes.
- CCP, SHRM, or other relevant compensation or HR certification.
- Essential Physical Requirements:
- Employee must establish and maintain a dedicated, safe, confidential, and ergonomic home workspace if the employee is remote.
- Ability to sit and work at a computer for extended periods of time.
- Ability to use a computer, phone, and other standard office equipment for remote work.
- This role is expected to be remote or hybrid if located near a facility. Incumbent works across office environments in a fast-paced, collaborative environment that requires communication, organization, and coordination across teams in the organization.
Benefits
- Medical, Dental, & Vision coverage
- Paid holidays + PTO
- 401K with company match up to 4%
- Tuition reimbursement
- Paid parental leave
- Short-term disability
- Flexible work/life balance
- Employee discounts!
