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Salary: USD 122,000 - 150,000 / annual
Forter, an AI-driven commerce intelligence platform, is seeking a Senior Analyst for Compensation & Analytics to join its Total Rewards team. This role owns end-to-end compensation operations and strategy, reporting to the Senior Director of Total Rewards.
Key Responsibilities:
Compensation Operations & Cycles: Manage global compensation operations and recurring programs including main and secondary comp cycles, promotions, and bonus payouts. Own timelines, budgets, Aeqium configuration, manager guidance, and post-cycle reporting.
Job Architecture: Manage and evolve job architecture including job profiles, leveling criteria, and grade structures to scale with business growth and support consistent pay decisions.
Market Pricing: Price new and evolving roles using Radford and other survey data, maintain job matches, support annual range refresh, and translate findings into clear recommendations.
Business Partnering: Advise People Partners, Talent Acquisition, Finance, and functional leaders on offers, promotions, retention, and leveling with defensible guidance grounded in Forter's compensation philosophy.
Analytics & Reporting: Build and maintain recurring compensation and headcount reporting; partner with Finance to track compensation budgets.
Education & Continuous Improvement: Develop training materials and compensation education for managers and People Partners; continuously improve processes and documentation for scalability.
AI-Enabled Ways of Working: Use AI tools (Claude, Glean, Gemini) daily to automate analysis, reporting, and documentation; identify new ways to scale team impact with AI.
Forter is a 500+ person, venture-backed company ($525M raised) serving major brands like Nordstrom, Instacart, and eBay. The company emphasizes a human-first, AI-built culture with 4.5-day work weeks, RSU offerings, and L&D programs focused on AI tools. Hybrid work model requires 3+ days per week in office for those near key hubs (New York, Tel Aviv, London, Singapore).
Requirements:
- 3–5 years of progressive compensation experience, ideally in tech or high-growth environments
- Background supporting multiple functions and global populations with hands-on job architecture and leveling experience
- Experience owning compensation programs (salary reviews, promotion cycles, bonus plans) with strong process ownership and data integrity focus
- Hands-on market pricing experience using Radford or similar tools; ability to translate findings into clear narratives
- Strong analytical skills: advanced Excel, compensation modeling, workforce analytics
- Experience with HRIS and comp planning tools (HiBob, Aeqium) is a plus
- Strong communication and ability to partner with and influence People Partners, Talent Acquisition, Finance, and business leaders
- Hands-on experience using AI tools (Claude, Glean, Gemini) to automate analysis, reporting, and documentation
- Collaborative, solutions-oriented approach with ability to bring structure to ambiguity
