Compensation Analyst

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Summary

The Compensation Analyst will support the analysis, administration, and continuous improvement of ATI's compensation programs. This role uses compensation data and analytics to support market competitiveness, internal equity, pay decisions, and effective administration of annual compensation programs. The Compensation Analyst partners with HR Business Partners, Finance, Payroll, HRIS, and other stakeholders to support compensation decisions across ATI. This role is located at our corporate headquarters in Dallas, TX.

Key Responsibilities

Compensation Data & Analytics

• Ensure accuracy in job pricing, survey participation, internal equity analysis, and sensitive HRIS data, with a strong emphasis on data integrity.

• Analyze compensation data to support salary recommendations, internal equity, range penetration, and other compensation decisions.

• Participate in compensation survey submissions and analyze external market data, salary structures, and industry benchmarks.

• Develop and maintain compensation reports, analytical models, and tools to support HR leadership and business stakeholders.

• Assist with the development and maintenance of salary structures, compensation guidelines, and related tools.

Compensation Program Administration

• Successfully administer annual merit, annual incentive, and long-term incentive programs within established timelines.

• Assist with the development and delivery of training and communications for employee compensation programs, enhancing understanding and engagement.

• Support compensation planning, budgeting, forecasting, and related annual compensation processes.

• Support the preparation of compensation reports, analysis, and materials for HR leadership and business stakeholders.

• Identify and implement opportunities to improve compensation processes, reporting, data quality, and overall service delivery.

• Participate in special projects and other compensation-related initiatives, including Pay for Performance.

Stakeholder Support & Communication

• Conduct internal equity analyses to provide data-driven salary recommendations for new hires, promotions, transfers, and other employee actions.

• Partner with HR Business Partners and HR leaders to provide compensation analysis and support compensation recommendations.

• Respond to compensation questions and provide clear, practical explanations of compensation programs and practices.

• Collaborate with Payroll, Finance, HRIS, and other functions to ensure compensation processes and data are accurate and aligned.