Compensation Analyst, HR​/Recruitment

Location:

Rosemont, IL, US, 60018 Career area:
Human Resources Department: US - Compensation Job Type: Permanent Apply by:
April 12, 2026

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Hydro Extrusions is a world-leading aluminium extrusion business counting around 100 production sites in 40 countries and employing 20,000 people. Through our unique combination of local expertise, global network, and unmatched R&D capabilities, we can offer everything from standards profiles to advanced development and manufacturing for most industries. Since 1905, Hydro has turned natural resources into valuable products for people and businesses with focus on a safe and good workplace for our 30,000 employees in more than 140 locations.

• The opportunity toown and shape the job evaluation and job architecture framework for a large, complex North American business
• A visible, impactful role partnering with
  
  HR, Compensation leadership, and business leaders across the organization
• Exposure to strategic compensation initiatives, including pay equity, market benchmarking, and incentive programs
• A collaborative, professional HR environment that values data‑driven decision‑making and continuous improvement
• Ahybrid/flexible work schedule based out of the ENA Business Unit Headquarters in Rosemont, IL
• Competitive compensation and benefits within a global manufacturing organization committed to fairness, compliance, and internal equity

The Compensation Analyst plays a critical role in supporting fair, competitive, and compliant pay practices at Hydro Extrusion North America (ENA). This position owns the end‑to‑end job evaluation and job architecture assignment process, ensuring roles are consistently evaluated to support internal equity and market alignment.

As a subject‑matter expert in Mercer’s International Position Evaluation (IPE) methodology, the Compensation Analyst partners closely with HR and business leaders to evaluate new and evolving roles, maintain job structures, and support sound compensation decisions. This role is not a systems, HRIS, or IT analyst position; it is focused on compensation analysis, job evaluation governance, and advisory support.

Based at ENA’s Business Unit Headquarters in Rosemont, IL, this role offers a hybrid/flexible work schedule and contributes to pay equity analysis, market benchmarking, annual merit and incentive review cycles, regulatory compliance, and strategic compensation initiatives—while ensuring the accuracy and integrity of compensation data.

• Own and administer theend‑to‑end job evaluation and job architecture process using Mercer’s International Position Evaluation (IPE) methodology
• Serve as the primary subject‑matter expertfor job evaluation, advising HR partners and business leaders on role design, leveling, and internal alignment
• Evaluate new, evolving, and redesigned roles and ensure consistent application of job architecture standards
• Maintain job evaluation guidelines, documentation, and governance to ensure consistency, transparency, and audit readiness
• Support compensation actions including promotions, transfers, and organizational changes
• Administer and support theannual merit and short‑term incentive review processes
• Conduct market benchmarking and salary survey participation to support competitive pay decisions
• Analyze pay equity trends, perform FLSA testing, and support compensation compliance initiatives
• Maintain accurate compensation data and records within HR systems and reporting tools
• Contribute to strategic compensation project sand continuous improvement of compensation practices

Required Education/Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience
• 3–5 years of experience in a compensation or job evaluation role, with demonstrated analytical capability
• A solid understanding of compensation structures, job architecture, market pricing, and pay equity principles
• Experience supporting merit and incentive review cycles, salary surveys, and benchmarking activities
• Familiarity with
  
  FLSA classification and compensation…