Senior Compensation Analyst

Saronic Technologies is a leader in revolutionizing autonomy at sea, dedicated to developing state-of-the-art solutions that enhance maritime operations through autonomous and intelligent platforms.

Job Overview

Reporting to the Director of Total Rewards, the Sr.Compensation Analyst/Consultant will support the design, implementation, and administration of compensation programs that attract and retain talent across the company. You will contribute to this work by analyzing market data, ensuring compliance with global compensation regulations, and managing the day-to-day compensation programs that keep the People team running – including partnering closely with People Business Partners, managing survey submissions, and maintaining the company's pay band architecture. Your expertise will help support the company’s growth and scale while fostering a competitive and fair compensation structure across both domestic and international markets.

Responsibilities

• Compensation Strategy & Design: Support the Director of Total Rewards in

  developing and refining compensation strategies that align with company

  goals, industry benchmarks, and talent needs. Help ensure that

  compensation packages are competitive and equitable across the

  organization, both domestically and internationally.

• People Team Support: Serve as a partner to the People Business Partner,

  People Operations, and Recruiting teams, supporting them on offers,

  promotions, internal transfers, off-cycle adjustments, and employee-

  specific pay questions. Build the recurring cadence, tooling, and self-service

  guidance that allow these teams to resolve routine compensation questions

  independently and escalate complex cases with the right context.

• Program Management: Serve as project owner for recurring

  compensation programs, including the annual merit and equity review, as

  well as ad hoc programs such as periodic promotion review cycles. Build

  the timeline, coordinate inputs from People, Finance, and Payroll, prepare

  manager-facing tools and guidance, and keep stakeholders on track

  through each cycle.

• Non-Exempt Compensation Design & Policy: Help design, document, and

  maintain compensation programs and policies for the company’s non-

  exempt/hourly workforce, including shift differentials, premium and on-

  call pay, overtime practices, and pay-for-skills or certification premiums.

  Partner with Legal, Payroll, and Operations to ensure programs are

  compliant with FLSA and applicable state wage and hour requirements,

  and are administrable at scale across sites.

• Benchmarking & Pay Bands: Manage the compensation survey cycle day to

  day – data submissions, job matching and leveling, validation, and ad hoc

  benchmarking requests. Use that data to build and recommend new pay

  bands in Pave and maintain existing ones against market movement,

  geographic differentials, and internal equity, and to document methodology

  and range placement guidance the People team can apply consistently.

• Continuous Improvement: Monitor and evaluate the effectiveness of

  compensation programs, making recommendations for adjustments and

  improvements. Stay informed about trends in compensation, equity plans,

  and HR technology to bring innovative solutions to the company.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance,

  or a related field. A Master’s degree or professional certifications (e.g., CCP,

  GRP) is a plus.

• 5+ years of experience in compensation, preferably with experience with a

  non-exempt/hourly workforce.

• Proven experience designing and implementing compensation programs in

  a startup or high-growth environment.

• Deep knowledge of compensation principles, job evaluation, salary

• benchmarking, and equity compensation programs (stock options, RSUs,

  ESPPs, etc.).

• Strong analytical skills with the ability to interpret compensation data and

  present insights to leadership.

• Experience with compensation management software (e.g., Pave) and

• Workday HRIS is a plus.

• Ability to manage multiple priorities in a fast-paced, evolving environment.

• Excellent communication, negotiation, and interpersonal skills with the

  ability to collaborate across teams.

Physical Demands

• Prolonged periods of sitting at a desk and working on a computer

• Occasional standing and walking within the office

• Manual dexterity to operate a computer keyboard, mouse, and other office equipment

• Visual acuity to read screens, documents, and reports

• Occasional reaching, bending, or stooping to access file drawers, cabinets, or office supplies

• Lifting and carrying items up to 20 pounds occasionally (e.g., office supplies, packages)

Benefits

Medical Insurance: Comprehensive health insurance plans covering a range of services

Saronic pays 100% of the premium for employees and 80% for dependents

Dental and Vision Insurance: Coverage for routine dental check-ups, orthodontics, and vision care

Saronic pays 100% of the premium under the basic plan for employees and 80% for dependents

Time Off: Generous PTO and Holidays

Parental Leave: Paid maternity and paternity leave to support new parents

Competitive Salary: Industry-standard salaries with opportunities for performance-based bonuses

Retirement Plan: 401(k) plan with company match

Stock Options: Equity options to give employees a stake in the company’s success

Life and Disability Insurance: Basic life insurance and short- and long-term disability coverage

Pet Insurance: Discounted pet insurance options including 24/7 Telehealth helpline

Additional Perks: Free lunch benefit and unlimited free drinks and snacks in the office

Saronic CCPA Notice for Candidates and California Employees

If this role is based in the United States, it requires access to export-controlled information or items that require “U.S. Person” status. As defined by U.S. law, individuals who are any one of the following are considered to be a “U.S. Person”: (1) U.S. citizens, (2) legal permanent residents (a.k.a. green card holders), and (3) certain protected classes of asylees and refugees, as defined in 8 U.S.C. 1324b(a)(3).

Saronic does not discriminate on the basis of race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities and benefits. We are also committed to providing reasonable accommodations for qualified individuals with disabilities.

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