Role Description GCi's Senior Compensation Analyst will lead analytically rigorous, market-aligned compensation solutions that support attraction, retention, and internal equity. This role partners with HR and business leaders to price jobs to market, maintain job architecture and salary structures, support annual compensation cycles (merit, bonus, and focal reviews), and provide guidance on offers and employee compensation changes. The Senior Compensation Analyst ensures pay practices are compliant and scalable, produces clear reporting and insights, and helps leaders make consistent, data-driven compensation decisions. Essential Duties and Responsibilities - Compensation Programs & Market Pricing - Conduct market pricing using multiple survey sources and internal benchmarks; evaluate job matches, recommend market positioning, and document pricing rationale. - Develop, maintain, and administer salary structures (grades, ranges, differentials), ensuring alignment with market movement, internal equity, and pay philosophy. - Partner with HR Business Partners and Talent Acquisition to provide guidance on competitive pay ranges, offers, and pay adjustments. - Support compensation governance by applying policies consistently, identifying exceptions, and escalating risks or trends as appropriate. - Job Architecture & Job Evaluation - Evaluate roles for level, scope, complexity, and FLSA status using established job architecture and evaluation frameworks. - Maintain accurate, market-aligned job descriptions and ensure alignment between role content, leveling, and compensation structures. - Provide consultative guidance to HR Business Partners and leaders on job leveling, career progression, and internal consistency. - Support ongoing job architecture maintenance, including audits, documentation standards, and alignment to external market benchmarks. - Annual Compensation Cycle - Support annual merit and annual/quarterly bonus cycles by preparing guidelines, eligibility files, and manager tools in alignment with compensation philosophy and budget parameters. - Perform data validation, audits, and quality checks to ensure accuracy, compliance, and equitable outcomes. - Partner with HR, Payroll, and Finance to resolve issues, manage timelines, and ensure smooth execution of compensation processes. - Contribute to post-cycle analyses and summaries, highlighting outcomes, trends, and insights for leadership review. - Incentive & Offer Support - Advise on compensation decisions including new hire offers, promotions, transfers, reclassifications, and retention actions in accordance with policy and governance standards. - Provide analytical support for incentive plans (annual/quarterly or sales), including eligibility validation, calculations, and documentation. - Partner with Finance and Payroll to ensure accurate implementation of compensation changes and incentive payouts. - Identify potential pay risks or inconsistencies and recommend solutions aligned with internal equity and market competitiveness. - Data, Systems & Reporting - Maintain compensation and job data within HCM and compensation systems, ensuring accuracy through regular audits and reconciliations. - Develop dashboards, reports, and analyses to support compensation decision‑making (e.g., market positioning, pay equity indicators, cycle outcomes). - Translate complex compensation data into clear, actionable insights for HR partners and business leaders. - Collaborate cross‑functionally with HRBPs, Talent Acquisition, Payroll, Finance, and business leaders to support consistent, data‑driven compensation practices. Qualifications - A combination of relevant work experience and/or education sufficient to perform the duties of the job may substitute to meet the total years required on a year-for-year basis. - High School diploma or equivalent. - Bachelor’s degree in Human Resources, Business Management/Administration, Finance, Economics, or a relevant field. - Minimum of six (6) years of progressive responsibilities in Human Resources, Payroll, Business Administration, Business Management, Economics, or related background. - Including a minimum of four (4) years in a compensation focused role. - Preferred: Experience in finance or statistical analysis. - At least one HR Certification obtained through SHRM (SHRM-CP or SHRM-SCP), HRCI (PHR, SPHR, CPHR), or World at Work (CCP, CECP, CSCP). Requirements - This senior-level position requires advanced proficiency in all areas of responsibility, performing highly complex tasks with minimal supervision and broad independent judgment. - Ability to effectively use data analysis software and HR information systems (HRIS). Benefits - Work is primarily sedentary, requiring daily routine computer usage. - Ability to work shifts as assigned, work in standard office/home office setting, and operate standard office equipment. - Ability to accurately communicate information and ideas to others effectively. - Physical agility and effort sufficient to perform job duties safely and effectively. - Ability to make valid judgments and decisions. - Available to work additional time on weekends, holidays, before or after normal work hours when necessary. - Must work well in a team environment and be able to work with a diverse group of people and customers. - Virtual workers must comply with remote work policies and agreements. Culture, Engagement, and Connection At GCI, we foster an environment where the unique perspectives of our employees, customers, and fellow Alaskans are celebrated. We add value to our community by nurturing and empowering each member of our workforce, ensuring equal opportunities for every Trailblazer. EEO GCI is an equal opportunity employer. Qualified applicants are considered for employment without regard to race, color, religion, national origin, age, sex, sexual orientation, gender identity, marital status, mental or physical disability, veteran status, or any other status or classification protected under applicable state or federal law. Disclaimer The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.