Senior Compensation Analyst

As members of the Sprout People team, we are champions of Sprout’s unique culture. Doing our jobs effectively means every candidate has an incredible experience with Sprout Social, every team member is successful from day one, and every business unit has the talent and support needed to meet and exceed aggressive goals.

We are looking for a Senior Compensation Analyst to support designing, implementing, and managing an organization’s compensation programs.

What you’ll do

• Partner with the VP, Total Rewards to design, implement, and sustain comprehensive compensation programs that align with organizational goals and strategies.
• Conduct annual labor market analyses and adjust international pay structures to ensure the organization remains competitive in attracting and retaining key talent.
• Develop and maintain an effective job architecture framework that supports career development and organizational growth.
• Participate in internal and external audits to ensure all compensation programs comply with relevant regulations and company policies.
• Assist in the preparation and management of the annual compensation budget, including forecasting compensation costs and monitoring expenditures.
• Collaborate with HRIS Analysts to optimize compensation data management and reporting processes, ensuring accurate and accessible compensation information.
• Conduct training sessions for employees and leaders to enhance understanding and effective utilization of compensation programs and practices.
• Lead the execution of the annual and midyear compensation cycles
• Lead or contribute to special compensation projects, such as market studies, policy revisions, and the implementation of new compensation tools.
• Serve as a subject matter expert on compensation issues, providing advice and support to the People team, management, and other stakeholders across the organization.

What you’ll bring

The minimum qualifications for this role include:

• 5+ years of experience in compensation analysis, skilled in policy and process development, implementation and maintenance
• Proficiency in utilizing multiple external compensation benchmarking organizations
• Advanced analytical skills with proficiency in Excel and Google Sheets, capable of extracting, analyzing, and reporting on data from a variety of complex systems and tools
• Strong interpersonal and communication skills

Preferred qualifications for this role include:

• SHRM-CP, SHRM-SCP, CCP, or equivalent certification
• Experience with Workday, particularly its Advanced Compensation module
• Proven ability to present data effectively to influence decision-makers, including executives, hiring managers, and People team colleagues
• Knowledge of international compensation practices and compliance

How you’ll grow

Within 1 month, you’ll plant your roots, including:

• Complete Sprout’s in-depth onboarding, covering our mission, values, products, and the value we deliver to customers.
• Set initial priorities, align on role expectations, and learn about Sprout’s compensation strategy and philosophy.
• Establish relationships with key internal stakeholders and understand their compensation needs.

Within 3 months, you’ll start hitting your stride by:

• Familiarize yourself with our compensation processes, HRIS (Workday), and benchmarking survey tools. Make recommendations for optimizing or improving compensation processes and routines.
• Take a supporting role in refining our compensation strategy and policies.
• Begin providing expert compensation analysis and recommendations to leaders, People Business Partners, and Recruiters.

Within 6 months, you’ll be making a clear impact through:

• Have your first performance conversation to discuss your accomplishments and set goals for continued professional growth.
• Lead benchmarking efforts to determine competitive compensation ranges.
• Evaluate and contribute to global job architecture refresh
• Contribute to the definition and roll-out of global compensation policies and practices

Within 12 months, you’ll make this role your own by:

• Lead or support compensation and equity-related projects.
• Be a key player in strategic compensation planning and execution, with a deep understanding of our global compensation strategy, policies, processes, and tools.
• Introduce innovative ideas and strategies to continuously advance Sprout’s Compensation program.

Of course, what is outlined above is the ideal timeline, but things may shift based on business needs and other projects and tasks could be added at the discretion of your manager.

Our Benefits Program

We’re proud to regularly be recognized for our team, product and culture. Our benefits program includes:

• Insurance and benefit options that are built for both individuals and families
• Progressive policies to support work/life balance, like our flexible paid time off and parental leave program
• High-quality and well-maintained equipment—your computer will never prevent you from doing your best
• Wellness initiatives to ensure both health and mental well-being of our team
• Ongoing education and development opportunities via our Grow@Sprout program and  employee-led diversity, equity and inclusion initiatives.
• Growing corporate social responsibility program that is driven by the involvement and passion of our team members
• Beautiful, convenient and state-of-the-art offices in Chicago’s Loop and downtown Seattle, for those who prefer an office setting

Whenever possible, Sprout wants to provide our team with the flexibility to work in the location that makes the most sense for them. Sprout maintains a remote workforce in many places in the United States. However, we are not set up in all states, so please look at the drop-down box in our application to see whether your state is listed. Few roles require an office setting. If your position requires a physical presence in a Sprout office, it will be evident in the job listing and your offer letter.

The base pay range for this role is $90,000.00 to $130,000.00 USD annually. Individual base pay is based on various factors, including relevant experience and skills, the responsibility of the role, and job duties/requirements. In addition to base pay, some Sales and Success roles can earn sales incentives.