Senior Analyst, Compensation

About the role: We are looking for a sharp, analytically-driven Sr. Analyst to serve as the dedicated compensation & analytics partner for Forter's R&D organization — Engineering, Product, and Analytics. This is a high-impact, advisory role. You will work directly with R&D leaders, Talent Acquisition, and People Partners to support hiring, retention, and career growth through clear compensation guidance, consistent job architecture, and well-run comp cycles. You'll bring a strong command of compensation fundamentals, a talent for translating data into decisions, and the credibility to influence pay outcomes across a complex technical organization. Your center of gravity will be compensation & analytics partnership, market intelligence, and program execution — not back-office administration. You'll be the go-to compensation & analytics resource for R&D and a key contributor to the broader Total Rewards team, reporting directly to the Sr. Director of Total Rewards. This position will follow a hybrid model, 3 days a week in our NYC office. What you’ll be doing: Compensation Advisory: Serve as the dedicated compensation partner for Forter's R&D organization — Engineering, Product, and Analytics — advising People Partners, Talent Acquisition, and R&D leaders on pay decisions through clear guidance, sound judgment, and a strong command of Forter's compensation philosophy and practices. Complex Scenario Evaluation: Evaluate nuanced compensation situations including out-of-band offers, retention cases, promotion recommendations, role leveling disputes, and reorganization impacts, partnering with People Partners and leadership to reach defensible, consistent decisions. Compensation Cycle Execution: Lead or contribute to the administration of core comp programs — semi-annual salary review, promotion cycles, and bonus payouts — end-to-end: data preparation, system coordination in Aeqium, manager guidance, and decision-quality analysis. Market Pricing & Benchmarking: Conduct market pricing and compensation analyses using Radford and other survey data; maintain job matches, monitor pay positioning across Engineering, Product, and Analytics roles, and translate findings into clear, actionable recommendations for leadership. Pay Equity & Analytics: Lead or contribute to pay equity analyses and compensation program audits; build and maintain recurring headcount, attrition, and compensation reports and dashboards that support planning and real-time decision-making by HR, Finance, and leadership. Job Architecture: Maintain and evolve Forter's job architecture — job profiles, leveling criteria, and grade structures — in collaboration with People Partners and the broader Total Rewards team, ensuring it scales with business growth and supports consistent pay decisions. Compensation Education & Philosophy: Promote a clear understanding of Forter's compensation philosophy, practices, and programs across the organization; develop training materials and deliver comp education to managers, People Partners, and employees so that pay decisions are understood and trusted. Program Improvement: Contribute to the ongoing evolution of Forter's comp infrastructure — improving workflows, strengthening methodology documentation, and finding ways to make programs more scalable and consistent over time. What you’ll need: 4–6 years of progressive compensation experience, including meaningful exposure to compensation programs in a tech or high-growth environment. Direct experience supporting global technical functions — Engineering, Product, or Analytics — with a solid understanding of how roles are structured, leveled, and benchmarked in a tech organization Demonstrated ability to partner with and influence People Partners, Talent Acquisition, and business leaders — providing clear, grounded compensation guidance that builds trust and drives consistent pay decisions. Experience administering and supporting complex compensation programs including annual salary revie