Principal Compensation Analyst

Principal Compensation Analyst:

Our client is seeking a

Principal Compensation Analyst

to serve as the organization's senior compensation expert during a pivotal business transformation. This is a principal-level individual contributor role with broad ownership across enterprise compensation strategy, executive compensation, sales compensation, and long-term incentive programs.

This is an opportunity for someone who wants to do more than administer compensation programs. You'll help shape the company's compensation philosophy, modernize sales incentive plans, advise executive leadership, and build scalable programs that support a high-growth, private equity-backed business.

What You'll Own

• Lead the design and evolution of enterprise compensation programs, including base pay, annual incentives, sales compensation, and long-term incentives (LTI).
• Develop and refine the organization's compensation philosophy and governance framework.
• Serve as the subject matter expert and strategic advisor to HR leadership, Finance, and executive stakeholders.
• Redesign and optimize sales compensation plans, partnering closely with Sales and Finance.
• Lead annual compensation cycles, market benchmarking, promotions, and incentive planning.
• Support compensation strategy related to organizational transformation, acquisitions, and integration activities.
• Educate and enable HR business partners and leaders on compensation best practices and decision-making.

What We're Looking For

• 8\+ years of progressive compensation experience with expertise in compensation strategy and program design.
• Strong experience designing and managing sales compensation programs.
• Experience supporting a private equity-backed, high-growth, or transformational organization.
• Experience with executive compensation and long-term incentive programs.
• Strong analytical, financial modeling, and executive communication skills.
• Ability to operate as a strategic business partner while remaining hands-on in execution.

Why This Opportunity

This role functions much like a

Head of Compensation

without direct people management responsibilities. You'll have significant influence over the organization's compensation strategy while partnering closely with senior leadership to build scalable programs that drive business performance and long-term value creation.