Global Compensation Analyst

<p><strong>WHO WE ARE&nbsp;</strong></p> <p>Zeta Global (NYSE: ZETA) is the AI-Powered Marketing Cloud that leverages advanced artificial intelligence (AI) and trillions of consumer signals to make it easier for marketers to acquire, grow, and retain customers more efficiently. Through the Zeta Marketing Platform (ZMP), our vision is to make sophisticated marketing simple by unifying identity, intelligence, and omnichannel activation into a single platform – powered by one of the industry’s largest proprietary databases and AI. Our enterprise customers across multiple verticals are empowered to personalize experiences with consumers at an individual level across every channel, delivering better results for marketing programs. Zeta was founded in 2007 by David A. Steinberg and John Sculley and is headquartered in New York City with offices around the world. To learn more, go to <a href="https://www.zetaglobal.com">www.zetaglobal.com</a>.</p> <h2><strong>The Role</strong></h2> <p>The Compensation Analyst supports the design, governance, and continuous improvement of the company’s compensation programs to attract, retain, and motivate talent in alignment with business strategy. Reporting to the VP, Global Total Rewards, this role plays a key part in advancing consistency, equity, and scalability by leveraging the company’s <strong>job architecture and leveling framework</strong> across global compensation practices. The role partners closely with HR Business Partners, Talent Acquisition, Finance, Sales Operations, and business leadership to deliver market competitive, compliant, and employee focused compensation solutions in a public company environment.</p> <h2><strong>Responsibilities</strong></h2> <ul> <li>Understand, apply, iterate, and actively reinforce the company’s <strong>Job Architecture and leveling framework</strong> to ensure consistency and clarity across roles globally.</li> <li>Support the design and evolution of compensation programs by leveraging the framework to drive simplification, standardization, and internal equity.</li> <li>Partner with HR Business Partners and Talent Acquisition to ensure roles are appropriately leveled and aligned to organizational strategy.</li> <li>Conduct thorough <strong>job evaluations</strong> and market pricing using <strong>Aon Radford</strong> as the primary survey source, along with other providers (e.g., Mercer, WTW, Culpepper).</li> <li>Deliver strategic guidance to HR Business Partners, Talent Acquisition, and business leaders to maintain market competitiveness while reinforcing internal equity.</li> <li>Support pricing for new roles, promotions, reorganizations, and structural changes.</li> <li>Partner with <strong>Finance and Sales Operations</strong> to support the design, operation, and governance of <strong>commission and incentive compensation plans</strong>.</li> <li>Assist with plan modeling, cost analysis, and scenario testing to ensure pay‑for‑performance alignment and financial sustainability.</li> <li>Review commission structures to ensure consistency with job levels, pay mix, and compensation philosophy.</li> <li>Support execution of annual compensation processes, including <strong>merit increases and incentive programs</strong>, ensuring accuracy, consistency, and alignment with organizational goals.</li> <li>Analyze outcomes for equity, compression, and competitiveness, and support leadership review discussions.</li> <li>Serve as a key point of contact for HR teams across regions, providing day‑to‑day guidance on compensation inquiries and ensuring consistent application of policies and practices.</li> <li>Provide subject‑matter‑expert guidance to HR Business Partners, Talent Acquisition, managers, and employees to support informed decision‑</li> <li>Regularly audit compensation data in <strong>Workday HCM</strong> to ensure accuracy; investigate and resolve discrepancies.</li> <li>Maintain documentation, controls, and audit‑ready records appropriate for a public company environment.</li> <li>Contribute to ad‑hoc analyses and strategic compensation initiatives that support business needs and enhance program effectiveness.</li> <li>Develop compensation reporting and analytics to provide clear, actionable insights for HR, Finance, and leadership.</li> <li>Support continuous improvement of compensation processes, tools, and governance.</li> </ul> <h2><strong>Qualifications</strong></h2> <h3><strong>Required</strong></h3> <ul> <li>3–6+ years of experience in compensation or total rewards</li> <li>Hands‑on experience with <strong>market pricing and survey data</strong>, including <strong>Aon Radford</strong></li> <li>Experience supporting <strong>sales incentive or commission plans</strong></li> <li>Strong analytical and Excel skills (modeling, pivot tables, lookups)</li> <li>Working knowledge of job architecture, leveling frameworks, and salary banding</li> <li>High attention to detail, discretion, and sound judgment in handling confidential information</li> </ul> <h3><strong>Preferred</strong></h3> <ul> <li>Experience in a <strong>public company, SaaS, or high</strong>‑<strong>growth environment</strong></li> <li>Familiarity with additional survey providers (Mercer, WTW, Culpepper)</li> <li>Experience with HRIS and compensation tools (e.g., <strong>Workday</strong>, Anaplan, PayScale)</li> <li>Exposure to global compensation practices and pay transparency requirements</li> <li>Strong communication skills and ability to influence across functions and levels</li> </ul> <p><strong>BENEFITS &amp; PERKS</strong></p> <ul> <li>Unlimited PTO</li> <li>Excellent medical, dental, and vision coverage</li> <li>Employee Equity</li> <li>Employee Discounts, Virtual Wellness Classes, and Pet Insurance and more!!</li> </ul> <p><strong>SALARY RANGE</strong></p> <p>The salary range for this role is $120,000 - $130,000,&nbsp;depending on location and experience.&nbsp;</p> <p><strong>PEOPLE &amp; CULTURE AT ZETA</strong></p> <p>Zeta considers applicants for employment without regard to, and does not discriminate on the basis of an individual’s sex, race, color, religion, age, disability, status as a veteran, or national or ethnic origin; nor does Zeta discriminate on the basis of sexual orientation, gender identity or expression.&nbsp;&nbsp;</p> <p>We’re committed to building a workplace culture of trust and belonging, so everyone feels invited to bring their whole selves to work. We provide a forum for employees to celebrate, support and advocate for one another. Learn more about our commitment to diversity, equity and inclusion here:&nbsp; <a id="menur45rm" class="fui-Link ___1q1shib f2hkw1w f3rmtva f1ewtqcl fyind8e f1k6fduh f1w7gpdv fk6fouc fjoy568 figsok6 f1s184ao f1mk8lai fnbmjn9 f1o700av f13mvf36 f1cmlufx f9n3di6 f1ids18y f1tx3yz7 f1deo86v f1eh06m1 f1iescvh fhgqx19 f1olyrje f1p93eir f1nev41a f1h8hb77 f1lqvz6u f10aw75t fsle3fq f17ae5zn" href="https://zetaglobal.com/blog/a-look-into-zetas-ergs/" target="_blank">https://zetaglobal.com/blog/a-look-into-zetas-ergs/</a>&nbsp;</p> <p><strong>ZETA IN THE NEWS!</strong></p> <p><a href="https://zetaglobal.com/press/?cat=press-releases">https://zetaglobal.com/press/?cat=press-releases</a>&nbsp;</p> <p>&nbsp;</p> <p>#LI-DD1</p>