Principal Compensation Analyst

🔍Human Resources Services, Redwood City, California, United States📁Human Resources📅Sep 04, 2025 Post Date📅107202 Requisition #

Stanford University is one of the world’s premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.

Reporting to the Compensation Manager, the Principal Compensation Analyst is a demonstrated subject matter expert and partner in compensation analysis, design, implementation, optimization and administration. The role provides consultation to Stanford HR leaders and schools and units on compensation policy, best practices, and regulatory compliance. The Principal Compensation Analyst is an operational expert in compensation analysis, processes, and client service delivery.

This position shares and provides education, training, communication and guidance to junior compensation analysts and clients and serves as a team lead on university-wide compensation initiatives.

This position is hybrid on-site two days per week at Stanford’s Redwood City campus location.

• Serve as subject matter expert, key advisor, and consultant to HR leadership and other stakeholders in compensation administration operations and execution, implementation, optimization, market analysis, job architecture, pay equity, and compliance.
• Lead and manage complex projects such as compensation client solutioning, annual salary planning set up and administration, salary structure updates, compensation market and equity analysis, and regulatory reporting university-wide or for multiple schools and units.
• Share compensation guidance, education, support, training (including training on new HCM compensation system) and mentorship to junior compensation analysts.
• Oversee, delegate, balance, and prioritize client workloads.
• Manage university-wide, full-cycle compensation processes.
• Perform advanced-skilled Excel analyses and build complex financial models in spreadsheets to support detailed analysis and decision-making in compensation strategy.
• Research existing processes, present findings, design or re-design, and develop optimal compensation components.
• Serve as advisory resource regarding compensation implementation and administration including new HCM system adoption.
• Advise HR Leaders and line managers on complex matters related to compensation policies, processes, and practices.
• Solve advanced, unique, and complex problems impacting multiple schools and/or units.
• Oversee and participate in job evaluations and documentation of job descriptions.
• Manage and oversee client requests for compensation analysis or assistance, providing guidance, recommendations, and solutions.
• Design, develop, review, and provide guidance on retention and incentive plan documentation and develop complex incentive plans.
• Support the design, configuration, testing, deployment, and future upgrades of compensation modules within the HCM system (Oracle).
• Oversee annual compensation cycle activities (merit, bonus, equity) through HCM system workflows and reporting.
• Collaborate with HR technology teams to troubleshoot, optimize, and enhance compensation technology solutions.
• Review research and prepare in-depth analyses to develop and/or revise existing compensation programs, policies, and/or practices; make recommendations and lead implementation of solutions.
• Keep abreast of industry trends and regulatory changes in compensation practices.
• Develop education strategy, training materials, and presentations for the compensation team, managers, and employees.
• Perform other duties as assigned.

Note:

The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the…