Niagara
Sr.CompensationandDataAnalyst(Remote)
Neural analysis suggests this role is
optimal for Senior candidates.
“Sr. Compensation and Data Analyst (Remote) at Niagara. Skills: Compensation analysis, Data analysis, Project management. Serve as SME on compensation principles. Provide recommendations on compensation policies”
What You'll Achieve.
Inform compensation decisions; Inform talent strategy; Assess competitiveness of pay practices; Improve competitiveness; Improve internal equity; Improve program effectiveness; Ensure consistent decision-making; Ensure consistent, compliant, and scalable compensation practices; Ensure business continuity; Ensure consistent execution of compensation processes; Ensure on-time delivery of survey data; Implement scalable process enhancements; Implement scalable reporting enhancements; Identify risks; Assess impact of risks; Drive remediation actions; Maintain accurate records; Drive corrective actions; Drive preventive actions; Improve accuracy; Improve speed; Improve user experience
Industry & Context.
Seek solutions rather than placing blame; Perform root-cause analysis
Los Angeles County applicants only
What They're Looking For.
Must Have
4+ years of experience in compensation analysis, 4+ years of experience in administration of compensation programs, 4+ years of experience in a compensation analyst role, 4+ years of experience managing projects, Bachelor's Degree in business, finance, HR, or other related field
Nice to Have
6+ years of experience in compensation analysis, 6+ years of experience in administration of compensation programs, 6+ years of experience in a compensation analyst role, 6+ years of experience leading compensation-related projects, 6+ years of experience leading annual compensation cycles, Advanced Excel skills, Experience building repeatable reporting/analysis, Experience working with HRIS and compensation systems, CCP or other compensation related certification
What You'll Do.
Serve as SME on compensation principles
Provide recommendations on compensation policies
Drive evaluation of pay practices
Synthesize data and stakeholder input
Own complex compensation analyses
Interpret trends for executive insights
Lead compensation projects
Plan annual compensation cycle
Own market pricing for jobs
Determine benchmark matches
Recommend job leveling/classification
Establish recommended pay documents
Lead job description review
Establish and enforce SOPs
Maintain data/document standards
Prepare organizational data for surveys
Stay current on industry best practices
Lead continuous improvement efforts
Lead compensation compliance analyses
Conduct compensation audits
Own data integrity between systems
Design and execute audit controls
Perform root-cause analysis
Drive corrective actions
Translate business needs into requirements
Partner on configuration/testing
Deliver reporting and enhancements
How You'll Work.
Team & Collaboration
Partner closely with Director of Compensation; Provide recommendations to HR leadership; Align stakeholders through execution; Partner with HR and Legal; Drive adoption with stakeholders
Communication Scope
Communicate clearly and promptly; Communicate effectively to manage expectations
Process & Methodology
Manage projects, Deliver results across multiple stakeholders, Own project plans, Manage timelines, Manage communications, Manage data quality controls, Manage stakeholder alignment
Full Job Description
At Niagara, we’re looking for Team Members who want to be part of achieving our mission to provide our customers the highest quality most affordable bottled water. Consider applying here, if you want to: * Work in an entrepreneurial and dynamic environment with a chance to make an impact. * Develop lasting relationships with great people. * Have the opportunity to build a satisfying career. We offer competitive compensation and benefits packages for our Team Members. Sr. Compensation and Data Analyst (Remote) The Sr. Compensation and Data Analyst is a subject matter expert who partners closely with the Director of Compensation to provide insights and recommendations that inform compensation decisions and talent strategy. Owns benchmarking and market analyses to assess the competitiveness of the organization’s pay practices, including base pay, short-term incentives, and other compensation programs. Leads compensation process design, governance, and standard operating procedures to ensure consistent, compliant, and scalable compensation practices across Niagara. **_Essential Functions_** * Serves as a trusted advisor and SME on compensation principles, policies, and procedures; provides clear recommendations to enable timely, consistent decision-making * Drives evaluation of pay practices and programs across the organization; synthesizes data and stakeholder input to deliver actionable recommendations that improve competitiveness, internal equity, and program effectiveness * Owns complex compensation analyses and interprets trends to provide executive-ready insights, scenarios, and recommendations to HR leadership * Leads end-to-end, organization-wide compensation projects and annual compensation cycle planning (e.g., merit), owning project plans, timelines, communications, data quality controls, and stakeholder alignment through execution * Owns market pricing for company jobs: determines benchmark matches, recommends job leveling/classification, and establishes rec
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