Sr Compensation Analyst

Requirements

• Conduct complex compensation analyses using internal and external benchmarking data
• Develop salary structures, pay ranges and incentive models across job families and geographies
• Manage the annual salary survey input and analysis
• Audit jobs for content, determine appropriate FLSA classification and assign internal salary grades
• Partner with HR Business Partners and Talent Acquisition to advise on competitive pay practices
• Lead annual compensation cycle (merit, bonus, equity), including budgeting, modeling, and communications
• Prepare special studies and recommendations on subjects such as incentive compensation, bonus plans and sales compensation
• Working with the Senior Manager Executive Compensation and Equity Programs, support existing and future recommendations for changes and/or enhancements to these programs
• Ensure compliance with legal and regulatory requirements (FLSA, pay equity, etc.)
• Act as a compensation subject matter expert (SME) for internal stakeholders, including HR Business Partners, Talent Acquisition, Legal and Finance
• Own end-to-end management of compensation-related programs (e.g., job architecture, career ladders, pay transparency, equity refresh cycles)
• Develop and maintain project plans, timelines and stakeholder communications
• Drive cross-functional initiatives with Finance, Legal and HRIS to enhance compensation systems and processes
• Monitor program effectiveness and recommend improvements based on data insights and stakeholder feedback
• Lead change management and communication efforts for new compensation policies across scientific and corporate teams
• Maintain compensation policies, documentation and governance frameworks
• Prepare executive-level dashboards and reports for senior leadership and board presentations
• Support internal and external audits related to compensation practices (e.g., including SEC and proxy disclosures)
• Stay ahead of market trends, legislative changes and emerging best practices, communicating findings, as needed, to the senior HR Management team
• Monitor market trends in biotech compensation, including equity practices, retention strategies, and emerging pay transparency laws
• Hold oneself and others accountable to conduct business in a manner compliant with Bioventus' Code of Compliance and Ethics, policies and procedures and internal control applicable to their role

Benefits

• Paid time off
• Retirement plan