Sr Compensation Analyst

WHO WE ARE

At Basis Technologies, we empower agencies and brands with cutting-edge software that automates digital media operations. Our all-in-one platform supports seamless planning, reporting, and financial reconciliation across direct, programmatic, search, and social media.

We’re not just building advanced technology; we’re also building a culture where passionate, motivated individuals come together to drive meaningful change. Our commitment to inclusivity and growth ensures our employees thrive both professionally and personally.

With our headquarters in Chicago, we offer flexible work options across the U.S. and Canada, including remote, hybrid, or on-site at headquarters.

ABOUT THE TEAM

Basis Technologies' Talent and Development (T&D) team is dedicated to building an engaging, inclusive workplace where employees can thrive and drive positive change in the ad tech industry. T&D is made up of four collaborative teams: Talent Acquisition (recruiting top talent for Basis), Talent Operations (managing benefits, payroll, and system support), Education & Development (leading training and learning initiatives), and Talent Strategy (focusing on professional development, management resources, and employee relations).Collectively, our team works to bring the Basis Manifesto to life by ensuring every employee and candidate has the best experience possible.

As a Sr. Compensation Analyst, you will play a pivotal role on the Total Rewards team as a champion of Basis’ compensation philosophy and strategy; administering all base pay and variable pay programs, including the annual compensation analysis, merit/promotion process, headcount budget process, benchmarking/job analysis process, salary survey participation, and other ad hoc compensation transactions or reporting requests.

WAYS YOU'LL CONTRIBUTE

• Administer all US, Canada, and LATAM base pay and variable pay programs.
• Evaluate new and existing jobs to external benchmark market data and review internal equity to remain competitive and meet ever-changing organizational and market dynamics.
• Calculate quarterly and annual variable compensation payments for all current plans and conduct regular audits to ensure accuracy. Partner with the Revenue Operations team to monitor, evaluate, and maintain variable plans and any associated documentation on an ongoing basis.
• Administer the annual merit/promo increase processes for the organization. Manage the process with the compensation planners in the organization, developing budget scenarios supporting pay-for-performance, and configuring and testing the compensation module in Workday. Partner with the Talent Strategy team to provide guidance on pay decisions according to Basis’ compensation philosophy.
• Establish head count budget ranges for open roles on a weekly basis and respond to escalated candidate job offer exceptions, as needed. Partner with the Talent Acquisition team to provide guidance on base/variable/other compensation offer decisions that are both externally competitive and internally equitable, according to Basis’ compensation philosophy.
• Evaluate Basis’ pay programs through annual salary survey/pay practice survey participation, and the completion of the annual compensation analysis and budgeting process. Report on market trends and propose recommendations to enhance Basis’ compensation philosophy and strategy, including changes to our salary structure, benchmarking methodology, base/variable mix, pay-for-performance practices, geographic pay practices, etc. Conduct ad hoc analyses throughout the year, as needed.
• Ensure compliance with federal, state, and local employment laws related to compensation, including FLSA, minimum wage/exempt salary threshold, pay transparency laws, and equal
• pay regulations. Conduct regular audits and propose resolutions to address discrepancies. Stay up to date on upcoming compliance changes and provide recommendations to proactively address them.
• Regularly evaluate compensation processes for effectiveness. Propose recommendations for process improvements and partner with stakeholders within and outside of Total Rewards, as needed. Spearhead process change management, including planning, execution, and communication.
• Support employee compensation program communication and education. Partner with the Dir., Total Rewards to create trainings, guides, calculators, and other materials to enhance employee communication. Facilitate presentations as needed.
• Partner with the Workday team to develop and enhance compensation software solutions. Help integrate new tools and automate existing processes for more efficient data management and reporting.
• Respond to escalated compensation-related Workday Help case management requests, partnering with the Dir., Total Rewards and Talent Strategy to resolve complex cases.
• Maintain relationships outside of Total Rewards. Regularly meet with stakeholders within Basis to solicit feedback about our pay practices and stay up to date on changing business needs, goals and objectives. Regularly connect with external vendors to ensure service quality and manage contract renewal.

WHAT YOU BRING TO THE TABLE

• 5+ years of experience in compensation administration and analytics
• Experience in HRIS systems and compensation administration tools, preferably Workday
• Strong knowledge of compensation survey frameworks and job evaluation methods
• Experience with salary benchmarking tools, preferably Salary.com CompAnalyst, Mercer, Radford, and Culpepper
• Strong understanding of employment laws related to compensation, e.g. FLSA, wage and hour laws, pay transparency, equal pay laws, etc.
• Advanced Excel skills, e.g. PivotTables, VLOOKUP, IF/IFS, INDEX/MATCH, COUNT/SUM, IFERROR, etc. (Power Query and Macros are a plus)
• Strong analytical, problem-solving, and attention-to-detail
• Highly effective communication skills, both verbal and written
• Commitment to creating inclusive, respectful environments where all voices are valued and supported.
• Thoughtful approach to collaboration, design, and decision-making that prioritizes equity, access, and continuous learning.

BONUS POINTS

• Bachelor’s degree in human resources, business, finance or related field
• Certified Compensation Professional (CCP) Certification