Compensation & Total Rewards Analyst

Description SUMMARY The Compensation & Total Rewards Analyst plays a key role in strengthening Sartori’s compensation and Total Rewards programs. This role ensures our programs are competitive, equitable, and aligned with organizational goals by conducting market benchmarking, maintaining job structures, managing compensation cycles, and supporting data governance across HR systems. The analyst partners closely with HR Operations, Talent Acquisition, Total Rewards and Finance to deliver high-quality analysis, cost modeling, reporting, and process improvements. In addition to core compensation responsibilities, this role contributes to broader Total Rewards analytics, programs and system optimization the team member experience through insights, education, and process improvements. This is a detail-oriented, analytical position that strengthens Sartori’s ability to attract, retain, and reward top talent in a multi-site, growth-focused environment. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Market Data & Job Architecture Conducts comprehensive market benchmarking and analyzes data to inform job pricing and pay recommendations. Leads participation in compensation surveys, including determining survey strategy, managing submissions, and analyzing outcomes to inform market adjustments. Develops and maintains a reliable market data library to support job pricing decisions and compensation program analysis. Builds and maintains Sartori’s job architecture, including salary ranges, job levels and incentive programs. Supports the development and maintenance of accurate, consistent job descriptions in partnership with HR Operations. Compensation Program Management Leads the annual compensation cycle, including merit increases, equity adjustments, incentive programs, and total compensation statements. Provides compensation consultation to Talent Acquisition, including offer letter recommendations, internal equity reviews, and retention considerations. Conducts internal equity analysis and recommends actions to maintain fairness, competitiveness and compliance. Partners with Finance to support cost modeling and scenario planning for compensation programs. Compliance, Governance & Data Integrity Ensures compensation programs comply with applicable federal, state, and local regulations and internal policies, including FLSA, pay transparency and equity and other requirements. Maintains strong data governance practices, including auditing, documentation and data lifecycle management. Oversees compensation data integrity within Sartori’s HRIS, ensuring accuracy of job codes, titles and pay ranges. Identifies and implements system and process efficiencies that strengthen accuracy and automation, including optimizing compensation tools, workflows, and data processes. Reporting, Analytics & Insights Develops reports, dashboards and analyses to communicate trends, market gaps, workforce insights, along with other key metrics. Translates complex data into clear, actionable insights and leadership-ready summaries. Total Rewards Integration Develops training and communication materials that improves team member and leader understanding of Sartori’s compensation and Total Rewards programs and practices. Partners with other Total Rewards Team Members to analyze and support broader programs – identifying trends, opportunities, and recommendations that drive improved program outcomes and enhance team member experience. Provides analytics and reporting related to benefits, wellness programs, and workforce insights. DIRECT REPORTS This positions does not have direct reports. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND EXPERIENCE Bachelor’s degree in Human Resources, Business, Statistics, Mathematics or related field, required. 3-5 years of progressively responsible, dedicated compensation experience required, including hands-on responsibility for market pricing, compensation analysis and administration. Experience supporting compensation programs in a multi-site manufacturing or operations- based environment, preferred. Demonstrated experience using compensation survey tools and compensation management software, strongly desirable. HR Certifications (CCP, PHR/SPHR, SHRM-CP/SCP), preferred. OTHER KNOWLEDGE, SKILLS, AND ABILITIES Analytical thinking and data interpretation – able to translate data into clear insights and recommendations. Attention to Detail – ensures accuracy and demonstrates a high level of precision. Strong communication skills – effectively presents complex information in a clear and concise manner. Collaboration – invests in relationships with cross-functional stakeholders to support compensation decisions and total rewards initiatives. Continuous Improvement Mindset – looks for opportunities to streamline process, enhance systems, and improve the effectiveness of compensation tools and workflows. Systems and technical proficiency – working within HRIS systems, Microsoft Excel, market data tools and compensation management systems. Critical thinking and problem solving – evaluates issues, assesses root cause and develops thoughtful solutions that balance business needs, fairness and compliance requirements. Adaptability and learning agility – comfortable with change and able to quickly learn and apply new tools, processes and methodologies. Financial acumen – ability to understand cost modeling and forecasting. ADDITIONAL INFORMATION WORK LOCATION Hybrid (minimum of 1-2 days in office), 3-4 days remote. TRAVEL REQUIREMENTS No travel required. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus. WORK SETTING/ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The individual is not substantially exposed to adverse environmental conditions. Plant12