全球薪酬分析师
Global Compensation Analyst
**我们是谁**
Zeta Global（纽约证券交易所代码：ZETA）是基于人工智能的营销云平台，利用先进的人工智能（AI）和数万亿的消费者数据信号，帮助营销人员更高效地获取、增长和留住客户。通过 Zeta 营销平台（ZMP），我们的愿景是通过将身份识别、智能分析和全渠道激活统一到一个平台中，使复杂的营销变得简单——该平台由行业内最大的专有数据库和 AI 提供支持。我们的跨多个垂直领域的企业客户能够在全球每个渠道上以个人层面个性化用户体验，为营销计划带来更好的效果。Zeta 由 David A. Steinberg 和 John Sculley 于 2007 年创立，总部位于纽约市，并在全球设有办事处。了解更多，请访问 [www.zetaglobal.com](https://www.zetaglobal.com)。
### **职位职责**
薪酬分析师支持公司薪酬计划的设计、治理和持续改进，以吸引、保留和激励与业务战略一致的人才。向全球总薪酬副总裁汇报，该职位在通过公司**岗位架构和分级框架**推动全球薪酬实践的一致性、公平性和可扩展性方面发挥关键作用。该职位与人力资源业务伙伴、人才招聘、财务、销售运营和业务领导紧密合作，在上市公司环境中提供具有市场竞争力、合规且以员工为中心的薪酬解决方案。
### **职责**
- 理解、应用、迭代并积极强化公司的**岗位架构和分级框架**，确保全球范围内角色的一致性和清晰度。
- 通过利用该框架推动简化、标准化和内部公平性，支持薪酬计划的设计和演进。
- 与人力资源业务伙伴和人才招聘团队合作，确保岗位级别适当，并与组织战略保持一致。
- 使用**Aon Radford**作为主要调查来源，结合其他供应商（如 Mercer、WTW、Culpepper）进行详尽的**岗位评估**和市场定价。
- 向人力资源业务伙伴、人才招聘团队和业务领导者提供战略指导，以保持市场竞争力并强化内部公平性。
- 支持新岗位的定价、晋升、重组和结构调整。
查看英文原文
**WHO WE ARE**
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 [www.zetaglobal.com](https://www.zetaglobal.com).
### **The Role**
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 **job architecture and leveling framework** 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.
### **Responsibilities**
- Understand, apply, iterate, and actively reinforce the company’s **Job Architecture and leveling framework** to ensure consistency and clarity across roles globally.
- Support the design and evolution of compensation programs by leveraging the framework to drive simplification, standardization, and internal equity.
- Partner with HR Business Partners and Talent Acquisition to ensure roles are appropriately leveled and aligned to organizational strategy.
- Conduct thorough **job evaluations** and market pricing using **Aon Radford** as the primary survey source, along with other providers (e.g., Mercer, WTW, Culpepper).
- Deliver strategic guidance to HR Business Partners, Talent Acquisition, and business leaders to maintain market competitiveness while reinforcing internal equity.
- Support pricing for new roles, promotions, reorganizations, and structural changes.
- Partner with **Finance and Sales Operations** to support the design, operation, and governance of **commission and incentive compensation plans**.
- Assist with plan modeling, cost analysis, and scenario testing to ensure pay‑for‑performance alignment and financial sustainability.
- Review commission structures to ensure consistency with job levels, pay mix, and compensation philosophy.
- Support execution of annual compensation processes, including **merit increases and incentive programs**, ensuring accuracy, consistency, and alignment with organizational goals.
- Analyze outcomes for equity, compression, and competitiveness, and support leadership review discussions.
- 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.
- Provide subject‑matter‑expert guidance to HR Business Partners, Talent Acquisition, managers, and employees to support informed decision‑
- Regularly audit compensation data in **Workday HCM** to ensure accuracy; investigate and resolve discrepancies.
- Maintain documentation, controls, and audit‑ready records appropriate for a public company environment.
- Contribute to ad‑hoc analyses and strategic compensation initiatives that support business needs and enhance program effectiveness.
- Develop compensation reporting and analytics to provide clear, actionable insights for HR, Finance, and leadership.
- Support continuous improvement of compensation processes, tools, and governance.
### **Qualifications**
#### **Required**
- 3–6+ years of experience in compensation or total rewards
- Hands‑on experience with **market pricing and survey data**, including **Aon Radford**
- Experience supporting **sales incentive or commission plans**
- Strong analytical and Excel skills (modeling, pivot tables, lookups)
- Working knowledge of job architecture, leveling frameworks, and salary banding
- High attention to detail, discretion, and sound judgment in handling confidential information
#### **Preferred**
- Experience in a **public company, SaaS, or high**‑ **growth environment**
- Familiarity with additional survey providers (Mercer, WTW, Culpepper)
- Experience with HRIS and compensation tools (e.g., **Workday**, Anaplan, PayScale)
- Exposure to global compensation practices and pay transparency requirements
- Strong communication skills and ability to influence across functions and levels
**BENEFITS & PERKS**
- Unlimited PTO
- Excellent medical, dental, and vision coverage
- Employee Equity
- Employee Discounts, Virtual Wellness Classes, and Pet Insurance and more!!
**SALARY RANGE**
The salary range for this role is $120,000 - $130,000, depending on location and experience.
**PEOPLE & CULTURE AT ZETA**
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.
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: [https://zetaglobal.com/blog/a-look-into-zetas-ergs/](https://zetaglobal.com/blog/a-look-into-zetas-ergs/)
**ZETA IN THE NEWS!**
[https://zetaglobal.com/press/?cat=press-releases](https://zetaglobal.com/press/?cat=press-releases)
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