Overview We have a career opportunity for a Compensation Analyst to join our team! The Compensation Analyst leads the design, administration, analysis, and continuous improvement of the organization’s compensation programs that promote fair, competitive, and market-informed pay practices. This position conducts market pricing, job evaluation, salary structure maintenance, compensation modeling, pay equity analysis, and reporting to ensure pay practices are competitive, equitable, compliant, and aligned with business needs. The role partners with Human Resources, Finance, and business leaders to provide data-driven insights that support talent attraction, retention, workforce planning, internal equity, and sound compensation governance. Citizens Energy Group offers competitive salary and benefits including: • Health, Dental & Vision • Defined Benefit Pension Plan • 401(k) Retirement Plan with company match • Short-Term Incentive Plan (STIP) • Health Savings Account (HSA) with company contribution • Wellness Program • Adoption and tuition assistance • Employee Credit Union • PTO and Paid Holidays • Hybrid schedule If you are looking for a new opportunity, we invite you to apply and talk about the possibilities of starting a rewarding new chapter of your career! Minimum Salary: $76,700 (Grade 9) Responsibilities Compensation Administration, Market Pricing & Analysis • Leads the development and maintenance of salary structures, pay grades, ranges, and compensation guidelines. • Conduct market pricing using salary surveys, benchmark data, and approved compensation tools. • Analyze internal equity, external competitiveness, compression, span of control, and pay trends to support compensation decisions. • Prepare compensation recommendations for new hires, promotions, transfers, market adjustments, and retention requests. • Develop compensation models and cost analyses to support business planning and leadership decision-making. • Maintain accurate compensation documentation, rationale, and approval support for audit readiness. Job Evaluation, Job Architecture & Classification • Review new, revised, and existing positions to determine appropriate job classification, grade placement, and FLSA alignment. • Conduct job analysis and partner with leaders to ensure job descriptions accurately reflect current duties, qualifications, and organizational needs. • Maintain consistent job architecture, career levels, titling standards, and compensation practices across the organization. • Support organizational reviews, restructures, workforce planning, and position requests by assessing compensation impacts and recommending appropriate actions. Reporting, Analytics, Systems & Compliance • Develop and maintain compensation reports, dashboards, metrics, and workforce analyses. • Analyze compensation trends, labor market data, turnover, workforce costs, and budget impacts. • Support pay equity reviews, compensation audits, and regulatory compliance initiatives. • Monitor compensation data integrity within HRIS, compensation management systems, and related reporting tools. • Identify process improvements that improve accuracy, efficiency, governance, and transparency in compensation administration. Annual Compensation Planning & Program Support • Support annual merit, market, incentive, and salary structure planning processes. • Manage Indiana’s Form 100R report and Short-Term Incentive Pay Program • Prepare compensation planning files, employee data, leadership reports, and recommendation summaries. • Assist with compensation budgeting, forecasting, scenario modeling, and financial impact analysis. • Support recognition, incentive, and other compensation-related programs in alignment with approved guidelines. Consultation, Communication & Stakeholder Support • Serve as a compensation resource for HR Business Partners, Accounting, and business leaders. • Explain compensation guidelines, market data, and recommendations in a clear, practical, and confidential manner. • Prepare presentations, communications, and decision-support materials related to compensation programs and processes. Qualifications • Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Statistics, or a related field. • Five or more years of experience in compensation, total rewards, HR analytics, finance, or a related analytical role. • Experience with market pricing, compensation surveys, benchmark matching, salary structures, job evaluation, and compensation recommendations. • Strong analytical skills with the ability to evaluate internal equity, external competitiveness, pay trends, workforce costs, and business impacts. • Advanced Microsoft Excel skills, including formulas, lookups, pivot tables, data validation, and scenario analysis. • Experience using HRIS, compensation management systems, survey platforms, or reporting tools to maintain accurate compensation data. • Working knowledge of applicable compensation laws, pay equity principles, FLSA considerations, and data governance practices. • Ability to manage confidential information with discretion, accuracy, and sound judgment. • Strong written and verbal communication skills with the ability to explain compensation information clearly to HR partners and leaders. • Strong attention to detail, organizational skills, follow-through, willingness to collaborate, and commitment to process accuracy. Preferred Skills/Qualifications: • Certified Compensation Professional (CCP) designation or progress toward certification. • Experience with Payfactors, MarketPay, Oracle EBS, Power BI, or similar compensation, HRIS, or analytics platforms. • Experience supporting utility, industrial, manufacturing, public-sector, or unionized work environments. • Experience supporting pay equity reviews, compensation program design, job architecture, or workforce planning initiatives. • Experience developing compensation dashboards, leadership reports, or data visualization tools. Job Posting Deadline: Open until filled Citizens is a drug-free, Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, age, color, religion, creed, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.