Principal Compensation Analyst

What You'll Do

Strategic Consulting & Business Partnering

• Act as a trusted advisor to HR Business Partners and business leaders on compensation matters, including offer recommendations, retention strategies, promotion decisions, and organizational restructuring.
• Provide expert-level guidance on compensation-related escalations requiring nuanced judgment, regulatory knowledge, and market context.
• Influence compensation policy and program design decisions at the most senior levels by building compelling, data-driven business cases.

Cross-Functional Collaboration

• Partner with Talent Acquisition to develop competitive offer strategies and provide real-time market guidance to support hiring in a dynamic talent market.
• Work closely with the HRIS team to ensure compensation data integrity and support system enhancements related to compensation processes.

Data Analysis & Reporting

• Build and maintain advanced analytical models to evaluate compensation program effectiveness, pay equity, and workforce cost implications.
• Produce executive-level reporting and presentations on compensation insights, trends, and program outcomes for HR leadership.
• Conduct pay equity analyses and develop remediation strategies to ensure equitable pay practices across the organization.

Market Analysis & Benchmarking

• Lead annual and ad hoc compensation benchmarking exercises using surveys (e.g., Radford/Comptryx) to assess ZoomInfo's competitive market position.
• Conduct ongoing monitoring of market trends, emerging best practices, and competitor pay strategies to proactively recommend program adjustments.
• Analyze and interpret relevant government regulations (FLSA, pay equity legislation, pay transparency laws) to ensure ongoing compliance and advise stakeholders accordingly.
• Develop comprehensive market pricing analyses for new roles and re-evaluations of existing positions.

Program Administration & Governance

• Partner with Compensation Program Manager to successfully execute annual compensation cycles, including merit planning, bonus payout calculations, and equity refresh programs.
• Develop and maintain compensation tools, calculators, and dashboards that enable consistent, scalable decision-making across the business.
• Proactively identify process improvement opportunities and lead initiatives to enhance efficiency and accuracy in compensation operations.

What You Bring

• Bachelor's degree in Human Resources, Business Administration, Finance, Organizational Development, or a related field.
• Minimum of 7+ years of progressive experience in compensation, with demonstrated expertise in broad-based compensation, incentive design, and equity programs.
• Deep analytical proficiency — expert-level Excel/Google Sheets skills; experience with advanced modeling, regression analysis, and large dataset manipulation.
• Proven experience leading complex, enterprise-wide compensation projects with significant business impact.
• Strong consultative skills with the ability to influence senior stakeholders without formal authority.
• Exceptional written and verbal communication skills; ability to distill complex compensation topics into clear, concise language for diverse audiences.
• Thorough knowledge of federal and state compensation-related regulations (FLSA, pay equity laws, pay transparency requirements).
• Experience conducting and interpreting compensation survey benchmarking (Radford, Mercer).