This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Senior Compensation Analyst plays a key role in the design, implementation, and administration of compensation programs that support the organization’s mission, talent strategy, and commitment to equity, transparency, and fiscal responsibility. This role serves as a trusted advisor to HR Business Partners (HRBPs) and organizational leaders, providing expert guidance on: - Job architecture - Salary structures - Market competitiveness - Compensation programs - Compensation-related decision-making Responsibilities Will Include: - Keep Christ central in individual and corporate life. - Actively participate in and contribute to the spiritual disciplines of the organization. - Help carry out our Christian organization’s mission, vision, and strategies. - Provide strategic compensation consulting to HR Business Partners and leaders on hiring, promotions, reclassifications, and organizational design. - Support and help manage the annual merit planning cycle, including guideline development, modeling, and budget impact analysis. - Analyze market trends and conduct market pricing, offering insights and recommendations on pay competitiveness for all levels of the organization. - Design, administer, and evaluate compensation programs, including executive and senior leader compensation structures and promotion gates. - Develop and maintain job architecture elements such as salary structures, pay bands, career frameworks, and consistent job descriptions. - Perform job evaluations using established methodologies to recommend job levels and compensation placement. - Conduct advanced compensation modeling and scenario analysis to support workforce and budget planning initiatives. - Prepare reports, dashboards, and leadership presentations, transforming complex data into actionable insights. - Ensure compliance, data accuracy, and governance across compensation systems, policies, regulatory requirements, audits, and pay-equity processes. - Participate in cross-functional projects and continuous improvement efforts, staying current on compensation best practices and collaborating effectively with teams. - Maintain awareness of corporate goals, objectives, organizational announcements, and activities. - Reference and follow organizational policies and procedures, seeking clarity as needed. - Perform other duties as assigned. Qualifications - Experience in a non-profit, healthcare, education, or mission-driven organization. - CCP or other relevant compensation certification. - Experience supporting executive or senior leadership compensation programs. - Familiarity with pay equity analysis and regulatory considerations. Requirements - Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field. - Five to Eight years of progressive compensation experience, preferably within a large, complex organization. - Strong experience with job evaluation, salary structures, market pricing, and merit planning. - Proven ability to consult with senior leaders and HR partners on compensation matters. - Advanced analytical and modeling skills; strong proficiency in Excel and HRIS/compensation systems. Benefits - WVUS Pay Grade Level: 226 - Estimated hiring range is $81,300 - $112,590. - The posted hiring salary range reflects pay for U.S. locations and is determined using market data and internal compensation guidelines. - Actual compensation may vary depending on the candidate’s geographic location, job-related experience, and applicable laws. Company Description We're a global Christian humanitarian organization. We partner with children, families, and their communities to empower them as they reach their full potential by tackling the causes of poverty and injustice. For 75 years, World Vision has followed Jesus' example to show unconditional love to the poor and oppressed. We serve every child regardless of faith. What Happens Next? Due to the high volume of applications, please note that only short-listed candidates will be contacted for an initial phone conversation with a recruiter. We encourage you to submit a PDF resume and a cover letter. Our goal is to fill this vacancy with the right person in the shortest amount of time.

• Design and implement a holistic employee lifecycle strategy • Direct management of 8–9 team members, fostering their professional growth • Partner with CPO and executive team to align People strategies with PE value creation plans • Drive performance management evolution towards continuous feedback and accountability • Build a robust leadership pipeline to mitigate talent risk • Own global engagement roadmap utilizing technology and data

• Administer and optimize the Workday Human Resources Information System (HRIS) • Provide technical expertise to configure, maintain, and troubleshoot Workday modules • Collaborate with stakeholders to analyze business processes and recommend enhancements • Create and maintain custom reports, dashboards, and analytics within Workday • Ensure data accuracy, integrity, and compliance with regulatory and company standards • Partner with the payroll team to implement and manage payroll functionalities • Lead HRIS-related projects such as system upgrades, integrations, and implementations • Document processes and provide training to HR staff on Workday functionalities

• Serve as the primary intake point for new ER cases • Conduct administrative elements of ER investigations • Ensure timely and accurate documentation • Lead Tier 1 and Tier 2 investigations • Prepare objective summaries, timelines, and findings for review • Partner with leaders to ensure alignment • Provide coaching to leaders on documentation practices • Support Senior Advisor with higher-tier cases • Guide leaders on consistent application of progressive corrective action • Support the creation and delivery of performance documentation • Maintain accuracy of ER data, tagging, and categorization • Assist with auditing cases • Support development and rollout of ER training