Sr Total Reward Analyst

The Senior Total Rewards Analyst provides strategic and operational support across compensation, benefits, analytics, and Total Rewards program execution. This role ensures continuity, compliance, and scalable delivery of BG’s Total Rewards strategy while enabling data‑driven workforce decisions. It impacts employees, managers, HR business partners, and senior leadership by strengthening program integrity, improving operational efficiency, and supporting long‑term workforce planning. As organizational needs evolve, this role may expand to support additional Total Rewards initiatives and enterprise-wide priorities.

KEY RESPONSIBILITES

• Execute Total Rewards program rollout by translating strategy into operational workflows, tools, and communications that support organizational alignment and readiness.
• Conduct compensation benchmarking and job matching (Radford/ERI) to ensure accurate leveling, job code integrity, and compliant reporting for Legal, Finance, and leadership review.
• Operationalize and manage the annual merit and bonus cycle by building scalable templates, manager guidance, and data validation processes to ensure accuracy, audit readiness, and timely execution.
• Partner with HRIS on the implementation of the annual compensation planning tool and manage the recurring annual planning process, including configuration support, testing, data validation, and cycle readiness to ensure alignment with BG policies and a seamless manager experience.
• Maintain compensation tools and data infrastructure by supporting system accuracy, troubleshooting issues, and partnering with HRIS to drive continuous improvements and annual cycle preparedness.
• Deliver recurring dashboards and ad hoc analytics to track compensation equity, budget utilization, headcount trends, hiring velocity, turnover patterns, and program engagement to support executive and board reporting.
• Support benefits and leave programs through benchmarking, vendor scorecards, utilization tracking, and compliance documentation to enhance employee experience and operational consistency.
• Provide workforce analytics to support headcount tracking, internal mobility trends, and organizational design insights.
• Perform other duties as assigned to support team and organizational objectives.
• Comply with all company policies, procedures, and applicable regulatory requirements.

QUALIFICATIONS

Required

• Bachelor’s degree in Human Resources, Business, Finance, Analytics, or related field

• 5–7 years of experience in compensation, Total Rewards, HR analytics, or related HR operations
• Demonstrated experience owning or co‑owning annual compensation cycles (merit, bonus, equity preferred)
• Strong analytical and modeling skills with advanced Excel proficiency (pivot tables, lookups, complex formulas)
• Experience with compensation benchmarking, survey matching, and job leveling
• Proven ability to manage complex datasets with high accuracy and maintain audit‑ready documentation
• Experience preparing executive‑ready materials for senior leadership
• Strong cross‑functional partnership skills (HRIS, Finance, Legal, TA, business leaders)
• Equivalent combination of education and experience may be considered

Preferred:

• 7–10 years of experience in Total Rewards or compensation-focused roles

• Experience with Radford, ERI, Mercer, or similar survey platforms
• Experience with UKG, HyBridge, or compensation planning tools
• CCP certification or progress toward CCP
• Experience supporting workforce planning, labor costing, or financial modeling

COMPETENCIES

• Decision Quality – Uses data and structured analysis to drive accurate, timely recommendations.

• Organizational Agility – Navigates cross‑functional environments and adapts to evolving business needs.
• Analytical Thinking – Synthesizes complex data into actionable insights for leadership.
• Planning & Priority Setting – Manages multiple cycles and deliverables with precision and accountability.
• Influence – Builds strong partnerships across HR, Finance, and business leaders to advance Total Rewards priorities.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

• Location: Remote

• Physical Demands: Standard office environment; ability to sit or stand for prolonged periods; ability to work at a computer for extended durations.
• Work Environment: General office setting; no exposure to laboratory or clinical environments.
• Travel Requirements: Minimal; occasional travel for trainings, vendor meetings, or team offsites.
• Special Conditions: None.

Note to Recruiters:

We value building direct relationships with our candidates and prefer to manage our hiring process internally. While we occasionally partner with select recruitment agencies for specialized roles, we do not accept unsolicited resumes from recruiters or agencies without a written agreement executed by the authorized signatory for Baylor Genetics ("Agreement"). Any resumes submitted to Baylor Genetics in the absence of an Agreement executed by Baylor Genetics' authorized signatory, will be considered the property of Baylor Genetics, and Baylor Genetics will not be obligated to pay any associated recruitment fees.