Lead Compensation Analyst
No salary listed
Mid
London, UK
HybridRequires working from a U.S. Bank location three or more days per week.
People & HRCompensation & Benefits
About the job
Requirements
- A minimum of 4 years of experience in Compensation, Total Rewards, HR Analytics, or a related field is required.
- A strong understanding of compensation principles, salary benchmarking, and market pricing methodologies is required.
- Experience supporting compensation planning cycles and operational compensation processes is required.
- Advanced Excel skills are required, including the ability to manage large datasets, perform complex analysis, and develop meaningful insights.
- Strong mathematical, analytical, and problem-solving capabilities are required.
- Excellent attention to detail and commitment to data accuracy are required.
- The ability to manage multiple priorities and work effectively to fixed deadlines is required.
- Strong written and verbal communication skills are required.
- The ability to handle sensitive and confidential information with discretion is required.
- The role requires working from a U.S. Bank location three or more days per week.
Responsibilities
- Support the delivery of annual compensation activities, including salary reviews, incentive payments, bonus planning, and year-end compensation processes.
- Prepare compensation analyses, modelling, and reporting to support decision-making and governance reviews.
- Ensure compensation actions are processed accurately and in accordance with established guidelines and controls.
- Support the maintenance and continuous improvement of compensation processes, guidance, and documentation.
- Produce data-driven insights that enable leaders to make informed compensation decisions.
- Manage participation in external compensation surveys, including data preparation, validation, and submission to market data providers such as WTW.
- Conduct salary benchmarking and market pricing analysis across European markets for new hire offers, promotions, internal moves, and retention cases.
- Perform internal equity analysis and provide recommendations to support fair and competitive pay decisions.
- Maintain and analyse market data to provide insights on compensation trends and competitiveness.
- Support ad hoc benchmarking requests from Talent Acquisition, HR, and business stakeholders.
- Support the annual Material Risk Taker identification and review process.
- Gather, validate, and analyse quantitative and qualitative data required for Material Risk Taker assessments.
- Partner with HR, Risk, Compliance, and Legal stakeholders to support governance, documentation, and regulatory reporting requirements.
- Prepare reports and presentation materials for senior leadership and governance forums.
- Support the implementation and ongoing management of EU Pay Transparency requirements and other compensation-related regulatory initiatives across Europe.
- Conduct pay equity analyses and identify trends, risks, and opportunities.
- Assist in developing processes, reporting, and documentation to support transparency and regulatory obligations.
- Partner with HR stakeholders to promote equitable and consistent compensation practices.
- Support annual gender pay gap reporting and associated analysis.
- Produce insights and recommendations to help address identified pay disparities.
- Prepare reporting and presentation materials for senior stakeholders and regulatory disclosures where required.
- Support the administration and operation of sales incentive and commission programmes.
- Maintain sales incentive plan documentation and ensure programme records remain current.
- Respond to manager and employee enquiries relating to sales incentive plans.
- Partner with business stakeholders to support the effective operation, governance, and continuous improvement of sales compensation programmes.
- Deliver recurring and ad hoc compensation reporting for HR, Finance, and business leadership teams.
- Develop insights and recommendations that support compensation strategy and workforce decisions.
- Ensure the accuracy, integrity, and confidentiality of compensation data and reporting.
- Create presentations, dashboards, and reporting materials for senior stakeholders and compensation governance forums.
Desired Qualifications
- Experience within financial services or another highly regulated environment is preferred.
- Familiarity with Material Risk Taker regulations, remuneration governance frameworks, or broader regulatory compensation requirements is preferred.
- Exposure to pay equity analysis, gender pay gap reporting, and/or EU Pay Transparency initiatives is preferred.
- Experience administering sales incentive, commission, or variable pay programmes is desirable.
- Experience participating in compensation surveys and market benchmarking activities, including with providers such as WTW, is preferred.
- Experience using HRIS, compensation management, and reporting tools is preferred.
About the company
U.S. Bank is one of the largest banks in the United States, serving consumers, small businesses, corporations, and government agencies with banking, lending, payments, and wealth management. Its Elavon subsidiary is one of the world's biggest processors of card payments for merchants, handling sales in the United States, Canada, and Europe. People and small businesses use its branches and mobile app for checking, savings, credit cards, mortgages, and loans, while companies use it for corporate cards and cash management, and the bank earns money from loan interest and fees. U.S. Bank received national bank charter No. 24 in 1863, under President Abraham Lincoln, and is based in Minneapolis as the main subsidiary of U.S. Bancorp.
Company Size
10,001+
Company Stage
IPO
Headquarters
Minneapolis, Minnesota
Founded
1863
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Simplify's Take
What believers are saying
- Profits are climbing: net income rose 20% to $2.2 billion in the June 2026 quarter on record $7.7 billion revenue.
- Room to grow: U.S. Bank listed 1,285 open roles in October 2026, led by 512 in branch banking.
- Stability has a track record: U.S. Bancorp stayed profitable through the 2008 financial crisis, earning $2.9 billion that year.
What critics are saying
- Its card-processing arm is slowing: after losing European sales partners, merchant revenue grew just 2.3% in the June 2026 quarter.
- Headcount keeps falling: U.S. Bancorp's staff shrank 12% in three years, to 68,520 by December 2025.
- Expect three office days a week: since March 2024, attendance counts in performance reviews for staff near its hub offices.
What makes U.S. Bank unique
- Payments is unusually big for a bank: card issuing, merchant processing and corporate payments made 23% of revenue in mid-2026.
- Washington pays with its cards: only U.S. Bank and Citibank issue federal SmartPay cards, about $40 billion a year.
- Amazon chose it over American Express: U.S. Bank began issuing Amazon's small business credit cards in May 2026.
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Benefits
- Health Insurance
- Dental Insurance
- Vision Insurance
- Life Insurance
- Disability Insurance
- 401(k) Retirement Plan
- Paid Vacation
- Paid Holidays
- Adoption Assistance
- Paid Sick Leave