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 reviews, promotion cycles, and bonus plans, with a strong sense of process ownership and data integrity.
• Hands-on experience with market pricing using Radford — you know how to run a job match, interpret survey results, and translate findings into clear narratives for multiple audiences.
• Strong analytical skills: advanced Excel/Google Sheets proficiency, comfort building compensation models, and experience conducting pay equity and workforce analytics.
• Experience supporting job architecture and job leveling work in partnership with cross-functional teams.
• Strong written and verbal communication skills, including the ability to create training materials and deliver compensation education to managers and employees.
• Ability to support equity plan communication and education in collaboration with Legal, Finance, and Equity Administration.
• Collaborative, solutions-oriented approach — you bring structure to ambiguous problems, challenge the status quo constructively, and care about making programs better over time.

About us:

Benefits:

• Competitive salary 
• Restricted Stock Units (RSUs)
• Matching 401K Plan 
• Comprehensive and generous health insurance, including vision and dental coverage
• Home office allowance 
• Generous PTO policy 
• Half day Fridays

At Forter, we embrace a hybrid work model that blends in-person connection with the flexibility of remote work. Team members based near our key hubs are expected to work from the office at least three days per week. We believe that regular face-to-face collaboration fuels professional development, strengthens our culture, and builds the relationships that help teams thrive.

*Forter does not accept agency resumes. Please do not forward resumes to Forter (or any related) jobs alias or directly to any Forter employees. Forter will not be responsible for any fees related to unsolicited resumes.

Salary Range: $122,000 - $145,000 annually + bonus + equity + benefits
The referenced salary range is based on the Company's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, and skill level.