Senior Compensation Analyst

About USS

United Site Services is the industry leader in comprehensive site services, committed to creating partnerships that help enable our customers’ project and event success. Our deep industry expertise, excellence in process management, and dedication to corporate responsibility are pillars of our value proposition; each supported by tangible, best-practice programs.

Our success is fueled by the dedication and collaboration of our diverse team, which includes field technicians, customer care representatives, sales professionals, and functional experts. Each member of our team plays a vital role in ensuring a seamless and reliable experience for our customers.

By joining United Site Services, you will be part of an organization that values continuous improvement, teamwork, and excellence in every aspect of our business.

Primary Purpose

The Senior Compensation Analyst provides advanced analytical and consultative support for the design, administration, and governance of the Company’s compensation programs. This role leads job evaluation and pricing using market data and internal equity frameworks; partners with HR, Finance, and business leaders to advise on pay decisions and workforce planning; and develops insights and recommendations to attract, retain, and reward talent.

The Senior Compensation Analyst leads all annual compensation processes end-to-end (including merit and annual bonus/incentive cycles) and owns ongoing administration of broad-based bonus and incentive programs, ensuring accurate eligibility, calculations, communications, and payouts in accordance with plan documents and internal controls. This role drives continuous improvement through strong data integrity, process enhancements, and effective project leadership in collaboration with the Total Rewards team and cross-functional stakeholders.

Essential Functions

• Lead the review, evaluation, and classification of roles and job descriptions to ensure alignment with job architecture, compensation structures, and market standards; provide guidance on leveling and scope to HR and business leaders.
• Own market pricing and benchmarking activities, including participation in compensation surveys, maintenance of market data, and development of recommendations to ensure competitive and equitable pay practices.
• Partner with HRBPs and business leaders to establish and maintain job description standards and governance; ensure job descriptions are accurate, up to date, and reflect role scope, responsibilities, and requirements.
• Lead and support the design, maintenance, and implementation of salary structures, broad-based incentive plans, and other compensation programs aligned with business strategy and talent objectives.
• Provide consultation and oversight for salary administration activities (offers, promotions, transfers, equity adjustments, and off-cycle changes), ensuring alignment with pay philosophy, internal equity, and market competitiveness.
• Ensure compensation practices and annual processes comply with local, state, and federal requirements and align with internal policies; maintain and enhance documentation, audit controls, and records related to compensation programs and payouts.
• Analyze compensation data and program outcomes; identify trends and risks; and develop recommendations to improve program effectiveness, internal equity, and pay competitiveness.
• Lead all annual compensation processes end-to-end (merit and annual bonus/incentive programs), including process design, timelines, stakeholder communications, system/file preparation, validation and audit controls, reporting, and issue resolution through payout.
• Serve as a key compensation partner to HRBPs, Talent Acquisition, Finance, and business leaders by providing guidance on pay decisions, resolving complex inquiries, and supporting workforce planning and hiring strategies.
• Performs other related duties as assigned.

SUPERVISORY RESPONSIBILITIES

This position does not have direct supervisory responsibilities.

Qualifications

EDUCATION Min/Preferred Education Level Description Minimum   4 Year / bachelor’s degree A bachelor’s degree in a related field or equivalent combination of education and experience.

EXPERIENCE Minimum Years of Experience Maximum Years of Experience Comments 6 Progressive compensation experience

ADDITIONAL KNOWLEDGE, SKILLS, AND ABILITIES

• Familiarity with compensation survey tools (preferably Payfactors) and proficiency in HRIS systems (preferably UKG).
• Knowledge of relevant labor laws, wage and hour laws, and regulatory requirements.
• Experience administering broad-based annual bonus and incentive programs, including eligibility, calculations, communications, and payout processes.
• Advanced Excel skills are required.
• Excellent organizational skills with proven ability to manage time and meet deadlines.
• Must have strong written and verbal communication skills.
• Must have proven ability to manage multiple projects in a team environment.
• Strong attention to detail.
• Ability to work in a fast-paced and dynamic environment.

Physical Requirements

• Sit while answering phones or reply to emails
• Use hands and fingers to handle, control or feel objects tools or controls
• Repeat the same movements when entering data
• See details of objects that are less than a few feet away
• Speak clearly so listeners can understand
• Understand the speech of another person
• Focus on one source of sound and ignore others
• See differences between colors, shades and brightness

Benefits Summary

All full-time employees working an average of 30 hours or more per week are eligible for the following benefits:

• Holiday & Paid Time Off (pro-rated for Part-Time employees)
• Medical/Pharmacy
• Dental
• Vision
• Employer-Paid Short-Term Disability
• Employer-Paid Employee Basic Life & Accidental Death and Dismemberment
• Voluntary Employee Life & Accidental Death and Dismemberment
• Voluntary Spousal Life
• Voluntary Dependent Life
• Hospital Indemnity, Accident and Critical Illness
• Commuter/Transit Account
• Healthcare Flexible Spending Account
• Dependent Care Flexible Spending Account
• Health Savings Account 
• 401(k) with employer match
• Employer-Paid Employee Assistance Program (EAP)
• Employee Discounts

Salary Range

$89,500.00 – $134,200.00 / year

Pay Transparency Statement

At United Site Services, our salary ranges reflect the minimum and maximum base pay for the posted position applicable to all locations across the US. Within the posted salary range, individual pay is determined by the geographic location, job related skills, experience, education, and certifications. Our total compensation package includes base pay plus a comprehensive benefits program.

EEO Statement

Some positions may require secure site access and/or domestic air travel. All candidates for positions which require secure site access and/or domestic air travel must possess an acceptable form of identification to comply with state and federal regulations, such as REAL ID-compliant driver’s license or state ID, or U.S. passport. This statement is not intended to require documentation beyond what is acceptable under the federal I-9 form process administered by the U.S. Citizenship and Immigration Services (USCIS); and should not be construed as creating additional employment eligibility verification requirements.

United Site Services is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: race, color, religion, sex (including pregnancy, lactation, childbirth or related medical conditions), sexual orientation , gender identity , age (40 and over), national origin or ancestry, citizenship status, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status or any other status protected by federal, state or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and co-workers.