Lead Compensation Analyst

Swagelok is a global organization and one of the largest employers of manufacturing talent in Northeast Ohio. We are driven by our core values of Quality, Integrity, Respect for the Individual, Customer Focus, Innovation, and Continuous Improvement, which are demonstrated through our daily actions. For over 75 years, our dedication to our core values has been the foundation for our success. Our products have been up into space, down to the bottom of the ocean, and everywhere in between. That same dedication spans to our customers.
Throughout our organization we demonstrate a commitment to these values and those we bring onboard. Whether you want to grow in your role or explore broad opportunities and develop new skills—you’ll thrive in a culture that promotes learning and development.
We strive to be a company where we all can do our best work with a true sense of purpose and belonging.
We hope you’ll consider joining our team.
The Lead Compensation Analyst serves as a senior subject matter resource responsible for leading day-to-day compensation operations, managing highly complex compensation processes and projects, and providing day-to-day oversight for team priorities, workload coordination, service levels, and work quality. This role oversees key activities such as market pricing, job evaluation, pay actions, annual compensation cycles, incentive administration, audits, accruals, payroll submissions, and compensation-related analysis that supports enterprise decision making and may serve as a representative for Total Rewards in organizational wide projects and initiatives serving as a trusted resource for compensation expertise that strengthen total rewards practices and support broader organizational objectives.
This position operates with significant independence and influence, provides expert guidance to HR partners, business leaders, Finance, Payroll, and lower-level compensation analysts, and strengthens the development of others through coaching, work direction, and knowledge sharing. Drives effectiveness of compensation programs. The role contributes to and support compensation strategy, process design, analytics, and continuous improvement while ensuring work is aligned with business objectives, internal governance, compliance requirements, service expectations, and Swagelok's values.
Assists with leading day-to-day compensation operations, including market pricing, merit planning, incentive administration, compensation mailbox management, and related cyclical processes.
Provides day-to-day oversight for team priorities, workload coordination, service levels, work quality, weekly team meetings, and regular check-ins.
Owns escalation management for complex compensation requests, ensuring timely, accurate responses and appropriate approvals.
Plans, develops, implements, and administers complex compensation programs that support competitive, internally consistent, and compliant pay practices.
Partners with HR Business Partners, leaders, Finance, Payroll, and internal stakeholders to evaluate jobs, clarify role requirements, and support organizational design decisions.
Serves as project manager for annual compensation cycles and other compensation-related initiatives, ensuring deadlines, controls, communications, and deliverables are met.
Compiles, analyzes, and interprets compensation data to support decision making, reporting, benchmarking, executive summaries, and enterprise-level recommendations.
Develops training and communication materials that improve understanding of compensation and total rewards programs across the organization.
Provides expert compensation consulting and guidance to HR Business Partners and leaders, including salary grading, internal equity reviews, survey analysis, and complex pay matters.
Supports audits, accrual reviews, payroll submissions, merger and acquisition analysis, data validation, and migration activities to ensure accuracy, compliance, and completeness.
Provides coaching, work direction, review, education, and knowledge sharing to lower-level compensation analysts to support their development and work quality.
Supports compensation analysis and integration activities for mergers and acquisitions, including data review, alignment, reporting, and transition support.
Supports compensation strategy, program design, and ongoing enhancement of compensation analytics, processes, controls, and service delivery.
Acts as liaison to Finance in the review and analysis of compensation audits and accruals.
Conducts and prepares benchmarking for reward inquiries and projects and compiles or audits executive summaries for compensation projects.
Performs other duties as assigned.

10 years of relevant experience.
Bachelor's degree in a related field. In lieu of a degree, a minimum of 14 years of relevant experience.
Extensive, progressive experience in compensation, total rewards, HR analytics, or a related analytical discipline, including experience as a senior resource or subject matter expert for complex compensation programs and operations.
Subject matter expertise in compensation practices, pay administration, market pricing, job evaluation, internal equity, annual compensation cycles, incentive administration, regulatory considerations, and compensation governance.
Expert Excel capability, including advanced formulas, pivot tables, complex lookups, modeling, scenario analysis, multi-source data validation, automation support, and review of complex workbooks for accuracy and usability.
Expert analytical ability with the capacity to synthesize complex data, identify enterprise-level trends and risks, develop recommendations, and guide decision making on complex or sensitive compensation matters.
Demonstrated ability to tell a clear, concise, leader-ready data story that connects findings to business context, implications, options, risks, and recommended actions for executive or senior leader audiences.
Leading complex compensation processes, projects, audits, accrual reviews, payroll submissions, stakeholder escalations, and cross-functional initiatives.
Providing coaching, work direction, review, and knowledge sharing to lower-level analysts while strengthening team effectiveness, service quality, and process discipline.

Certified Compensation Professional (CCP) designation or advanced compensation-related certification.
Leading international or global compensation programs, cross-border pay practices, mergers and acquisitions, integrations, or large-scale compensation transformation efforts.
Designing or improving compensation analytics, dashboards, executive summaries, governance processes, service delivery models, or program controls.
Partnering with senior HR, Finance, Payroll, HRIS, and business leaders to influence compensation decisions, resolve complex issues, and advance enterprise priorities.
Experience with compensation tools such as MarketPay, SAP compensation module, SAP variable pay module
Knowledgeable in HRIS platforms, workflow systems, or reporting tools used to administer complex pay programs.
Experience in a manufacturing, industrial, multi-site, global, or matrixed organization with complex operational and stakeholder needs.

Working conditions and/or Physical Requirements

Working conditions associated with normal office environment.
Ability to operate standard office equipment (e.g., computer, telephone, copier, printer, etc.).
Ability to effectively communicate in both small and large groups and settings.
Ability to traverse between multiple locations in Ohio and Pennsylvania as needed.
Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state, and local standards, including meeting qualitative and quantitative productivity standards.
Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.

Swagelok provides a comprehensive package of valuable benefits called Total Rewards focused on health and wellness, compensation, retirement planning, and supplemental rewards.

• Click ‘Apply Now’ to the role of interest, upload your resume and complete the application.
• Those that match our qualifications will be contacted to schedule a phone interview.

Congratulations on taking the first step to e Connected. e Valued. e You.
Swagelok is proud to be an Equal Opportunity Employer. Applicants are selected without regard to race, ethnicity, creed, color, religion, sex, pregnancy, pregnancy-related medical conditions, age, national origin or ancestry, disability, genetic information, veteran/military status, sexual orientation, gender identity, or other protected characteristic under federal, state or local law.
Swagelok will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990, the Americans with Disabilities Act Amendments Act of 2008, and Ohio state law.
This job summary is intended to be brief and does not list all the duties for this position. Nothing in this job description should be construed as an express or implied contract of employment. Swagelok is an at-will employer, which means that either party is free to terminate the employment relationship at any time, without any advanced notice, for any reason or no reason.
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