Senior Compensation Analyst

Saronic Technologies is a leader in revolutionizing autonomy at sea, dedicated to developing state-of-the-art solutions that enhance maritime operations through autonomous and intelligent platforms.

JOB OVERVIEW

Reporting to the Director of Total Rewards, the Sr.Compensation Analyst/Consultant will support the design, implementation, and administration of compensation programs that attract and retain talent across the company. You will contribute to this work by analyzing market data, ensuring compliance with global compensation regulations, and managing the day-to-day compensation programs that keep the People team running – including partnering closely with People Business Partners, managing survey submissions, and maintaining the company's pay band architecture. Your expertise will help support the company’s growth and scale while fostering a competitive and fair compensation structure across both domestic and international markets.

RESPONSIBILITIES

- Compensation Strategy & Design: Support the Director of Total Rewards in

developing and refining compensation strategies that align with company

goals, industry benchmarks, and talent needs. Help ensure that

compensation packages are competitive and equitable across the

organization, both domestically and internationally.

- People Team Support: Serve as a partner to the People Business Partner,

People Operations, and Recruiting teams, supporting them on offers,

promotions, internal transfers, off-cycle adjustments, and employee-

specific pay questions. Build the recurring cadence, tooling, and self-service

guidance that allow these teams to resolve routine compensation questions

independently and escalate complex cases with the right context.

- Program Management: Serve as project owner for recurring

compensation programs, including the annual merit and equity review, as

well as ad hoc programs such as periodic promotion review cycles. Build

the timeline, coordinate inputs from People, Finance, and Payroll, prepare

manager-facing tools and guidance, and keep stakeholders on track

through each cycle.

- Non-Exempt Compensation Design & Policy: Help design, document, and

maintain compensation programs and policies for the company’s non-

exempt/hourly workforce, including shift differentials, premium and on-

call pay, overtime practices, and pay-for-skills or certification premiums.

Partner with Legal, Payroll, and Operations to ensure programs are

compliant with FLSA and applicable state wage and hour requirements,

and are administrable at scale across sites.

- Benchmarking & Pay Bands: Manage the compensation survey cycle day to

day – data submissions, job matching and leveling, validation, and ad hoc

benchmarking requests. Use that data to build and recommend new pay

bands in Pave and maintain existing ones against market movement,

geographic differentials, and internal equity, and to document methodology

and range placement guidance the People team can apply consistently.

- Continuous Improvement: Monitor and evaluate the effectiveness of

compensation programs, making recommendations for adjustments and

improvements. Stay informed about trends in compensation, equity plans,

and HR technology to bring innovative solutions to the company.

QUALIFICATIONS

- Bachelor's degree in Human Resources, Business Administration, Finance,

or a related field. A Master’s degree or professional certifications (e.g., CCP,

GRP) is a plus.

- 5+ years of experience in compensation, preferably with experience with a

non-exempt/hourly workforce.

- Proven experience designing and implementing compensation programs in

a startup or high-growth environment.

- Deep knowledge of compensation principles, job evaluation, salary

benchmarking, and equity compensation programs (stock options, RSUs,

ESPPs, etc.).

- Strong analytical skills with the ability to interpret compensation data …