The Compensation & Total Rewards Analyst is a hands-on analytical role at the center of how PayJoy pays, recognizes, and rewards its people. You will own the data and analysis behind our base pay, bonus, and equity programs; help maintain and evolve our global job architecture; support benefits and global mobility across the countries where we operate; and make sure our practices stay competitive, equitable, and compliant. You will partner closely with People Business Partners, Talent Acquisition, Finance, Legal, and you will translate market data into clear recommendations that the team can act on.

 

Key responsibilities

• Support the end-to-end annual compensation review (merit, promotion, and bonus), including budget modeling, manager guidelines, system configuration, data audits, and final payout reconciliation.

• Conduct job evaluations and market pricing for new and existing roles; recommend salary ranges, grade placement, and offer levels for Talent Acquisition and hiring managers.

• Assist with administration and maintenance of salary structures across countries and currencies; propose annual range movements based on market data and local inflation trends.

• Model the cost and impact of compensation proposals (offers, retention adjustments, geographic differentials, new-market entry) and present clear options to leadership.

• Support the design and administration of variable pay plans, including sales incentive plans and corporate bonus programs; validate plan calculations and payouts.

• Help maintain PayJoys global job architecture: job families, sub-families, career levels, and leveling criteria for individual contributor and management tracks.

• Partner with People Business Partners and leaders to slot new and changed roles into the framework, ensuring consistency of titles, levels, and pay grades across countries.

• Keep job codes, job profiles, and level mappings accurate in the HRIS; run periodic audits and drive cleanup of legacy or non-conforming titles.

• Maintain documentation and manager-facing guides so that leveling and promotion decisions are transparent and defensible.