Senior Compensation Analyst

Job Overview Under the direction of the Manager, Compensation, the Senior Compensation Analyst functions as the seniormost individual contributor within the Compensation team and serves as a strategic partner to senior leadership, People Business Partners, and crossfunctional stakeholders. This role provides expert guidance on compensation philosophy, governance, and program design, ensuring that compensation practices support organizational strategy, market competitiveness, internal equity, and regulatory compliance. The Compensation Advisor leads enterprisewide initiatives, applies advanced analytical insight to complex compensation issues, and strengthens organizational capability through consultation, mentorship, and training. What you will be doing: Partners with the Manager, Compensation to lead the development, refinement, and governance of the Airport's compensation philosophy, salary structures, and related policies, ensuring organizationwide consistency and compliance. Serve as a trusted expert on compensation governance, advising senior leaders and People Experience & Culture (PXC) partners on policy interpretation and strategic decisionmaking. Design, implement, and administer compensation programs for executive and nonexecutive roles that support organizational strategy, internal equity, and competitive positioning. Analyze organizational trends and market data to identify compensation issues and recommend strategic solutions. Conduct advanced modeling, including competitiveness assessments, pay equity analysis, retention risk evaluation, and longterm forecasting. Translate complex analytical findings into actionable insights and recommendations for senior leadership. Provide strategic guidance to senior leaders and People Business Partners on compensation decisions with organizationwide impact, serving as the escalation point for complex or atypical issues. Consult with business and PXC stakeholders to ensure compensation considerations are embedded in workforce planning, organizational design, and talent initiatives. Lead enterprisewide compensation projects, initiatives, and crossfunctional workstreams to support program redesign, process improvements, and system enhancements. Represent the Compensation function on crossfunctional teams to ensure alignment and accurate implementation of compensation strategies. Develop clear communication materials that explain compensation programs, processes, and philosophy to leaders and employees. Design and deliver training that enhances organizational understanding of compensation governance, compliance requirements, and decisionmaking frameworks. Mentor peers and team members to elevate compensation knowledge and analytical capability. What you need: Bachelor's degree in business administration, finance, or human resource management. 7+ years of progressive compensation experience. Expertise in market pricing, pay equity analysis, and compensation strategy. Strong executive communication, consulting, and influence skills. Ability to translate complex data into actionable insights for senior leadership. Demonstrated leadership in crossfunctional, highvisibility compensation projects. An equivalent combination of education and experience may be substituted for the above. Required knowledge, skills, and abilities: Knowledge of current compensation administration principles and practices and pertinent federal, state, and local laws, codes, and regulations. Extensive knowledge of advanced Excel functions, including complex formulas, nested logic, lookup structures, pivot tables, modeling tools, and data visualization techniques, used to support enterprisewide compensation analysis. Advanced ability to develop polished, executiveready PowerPoint presentations that translate complex compensation data and strategic insights into clear, compelling visuals that support enterprisewide decisionmaking. Strong analytical ability. Excellent verbal and written communication skills. Ability to work independently and manage multiple complex tasks and projects simultaneously. Ability to safeguard sensitive or confidential information from intentional or unintentional disclosure. Ability to organize data and maintain a record keeping system. Ability to define problems and implement solutions. Ability to maintain focus on high level customer service and follow-through. Ability to meet established recurrent deadlines. Ability to plan, control, and develop time and cost estimates for project activities. Ability to establish and maintain effective working relationships inside and outside the organization. Preferred: Certifications such as CCP, PHR or SPHR, SHRM-CP or SHRM-SCP, CEBS, CBP. Experience with third-party salary surveys. Experience utilizing a Compensation tool/platform. About Us We are Dallas Fort Worth International (DFW) Airport-one of the most successful airports in the world by any definition. We are recognized for our innovation, leadership, drive for excellence and talented employees. Our success is made possible because of the diverse talents of over 2,100 employees who champion our mission of providing an exceptional airport experience to our customers and connect our community to the world. We are looking for the best talent to join us and help reimagine what an airport can be. Bring your talents to DFW. Live and work with purpose. Your Responsibilities Partners with the Manager, Compensation to lead the development, refinement, and governance of the Airport's compensation philosophy, salary structures, and related policies, ensuring organizationwide consistency and compliance. Serve as a trusted expert on compensation governance, advising senior leaders and People Experience & Culture (PXC) partners on policy interpretation and strategic decisionmaking. Design, implement, and administer compensation programs for executive and nonexecutive roles that support organizational strategy, internal equity, and competitive positioning. Analyze organizational trends and market data to identify compensation issues and recommend strategic solutions. Conduct advanced modeling, including competitiveness assessments, pay equity analysis, retention risk evaluation, and longterm forecasting. Translate complex analytical findings into actionable insights and recommendations for senior leadership. Provide strategic guidance to senior leaders and People Business Partners on compensation decisions with organizationwide impact, serving as the escalation point for complex or atypical issues. Consult with business and PXC stakeholders to ensure compensation considerations are embedded in workforce planning, organizational design, and talent initiatives. Lead enterprisewide compensation projects, initiatives, and crossfunctional workstreams to support program redesign, process improvements, and system enhancements. Represent the Compensation function on crossfunctional teams to ensure alignment and accurate implementation of compensation strategies. Develop clear communication materials that explain compensation programs, processes, and philosophy to leaders and employees. Design and deliver training that enhances organizational understanding of compensation governance, compliance requirements, and decisionmaking frameworks. Mentor peers and team members to elevate compensation knowledge and analytical capability. What We Offer Certifications such as CCP, PHR or SPHR, SHRM-CP or SHRM-SCP, CEBS, CBP. Experience with third-party salary surveys. Experience utilizing a Compensation tool/platform. Job Details Function Corporate Sub-Function HR / People Work Type onsite Contract Full-Time Location Dallas, United States Job ID E8HVS6 Interested in this position? You will be redirected to the company website Apply on company site AeroCV Stand out from other applicants with your professional online CV. Create your AeroCV