Staff Analyst - Compensation

We are expanding our EMEA Reward team with a Staff Analyst, Compensation. The position will be filled with an experienced compensation professional responsible for providing analysis, insights, and recommendations that support competitive and consistent compensation decisions across the region. EMEA presence spans 20 countries in total with largest headcount in Czech Republic, Slovakia and Germany. 

The role reports to the Reward Director EMEA and partners with relevant stakeholders in HRand business to understand compensation needs and translates market data, into practical recommendations within the global compensation strategy. The position contributes meaningfully to annual salary planning, market pricing, salary structure analysis, and compensation-related decisions throughout the year while focusing on EU Pay Transparency compliance. The role therefore constantly pivots between regional and country tasks and global initiatives. 

The position requires strong analytical capability combined with the ability to understand business needs, exercise judgment, and communicate compensation recommendations clearly and credibly. The position uses AI and other tools to optimize process flows and communication channels.

The role is open in Munich (Germany), Brno (Czech Republic), Roznov (Czech Republic), Bratislava (Slovakia) and Piestany (Slovakia). Ability for remote work maximum 2 days per week. 

Requirements:

Master degree in Human Resources, Business, Finance, Economics, or a related discipline, or equivalent relevant experience.

• Minimum 10 years of reward experience, with demonstrated experience performing compensation analysis and developing salary recommendations in a multinational context.  Ideally experience was (partly) established with one of the major benchmarking companies. 
• Strong analytical skills and the ability to work confidently with large and complex compensation data sets.
• Strong Excel skills and experience using HR, compensation or reporting systems.
• Ability to interpret compensation data and translate analysis into clear and practical recommendations for HR and business stakeholders.
• Good understanding of compensation principles and methodology, including base salary management, market competitiveness, internal consistency, salary structures, and job evaluation. 
• Ability to work independently, exercise sound judgment, manage competing priorities, and take ownership of assigned responsibilities.
• Strong interpersonal and communication skills, with the ability to build effective working relationships with HR and business stakeholders.
• Ability to operate effectively in a complex, international, and matrixed organization.
• Strong attention to detail while maintaining an understanding of broader business requirements.
• Fluent written and spoken English. Preferably language of work location.

onsemi (Nasdaq: ON) is driving disruptive innovations to help build a better future. With a continued focus on the automotive and industrial end-markets, onsemi is accelerating change and driving disruptive innovation towards a sustainable ecosystem in high-growth megatrends such as vehicle electrification, advanced safety, alternative energy, and factory automation. With a highly differentiated and innovative product portfolio, onsemi creates intelligent power and sensing technologies that solve the world’s most complex challenges and leads the way in creating a safer, cleaner, and smarter world. Today, the industrial and automotive end-markets are responsible for two-thirds of global greenhouse gas emissions, providing an immense opportunity for onsemi to do its part in achieving a net-zero economy with its intelligent power and sensing technologies. Climate change presents not only a risk to the environment, but also opportunities for innovative business solutions, and onsemi is committed to applying its research and design expertise and adapting its own operations to achieve net-zero emissions by 2040.

• Conduct compensation analyses using internal employee data, salary surveys, market benchmarks, and other relevant compensation information to assess market competitiveness and internal positioning. 
• Develop well-supported salary recommendations for new hires, promotions, internal movements, retention situations, and other compensation decisions within established compensation frameworks.
• Partner with HR and business stakeholders to understand compensation needs and provide practical, data-driven advice and recommendations.
• Contribute substantially to the annual salary planning process and compensation programs, including preparation and analysis of compensation data, planning inputs, validation, reporting, downstream impact and identification of issues requiring further review. This includes development and testing of new functionality and tools that improve the quality and consistency of compensation decision-making and communication.
• Perform market pricing and job benchmarking and provide recommendations based on market positioning and internal compensation considerations.
• Analyze job architecture, salary structures, employee positioning, compensation principles and workforce data to identify issues and provide insights that support compensation decisions.
• Support compensation governance by helping ensure recommendations and decisions are consistent with established policies, guidelines, and compensation practices.
• Maintain awareness of external compensation developments, market practices, and relevant regulatory requirements affecting compensation programs.