What Does This Dallas Senior Compensation Analyst Job Involve?
Published on: Nov 6, 2026
Job ID 14397109. Posted November 6, 2026, and actively recruiting. Recruited by Frontline Source Group.
A well-established, growing company with a national presence is hiring a Senior Compensation Analyst in Dallas, Texas, on a direct hire basis, with 15 days of PTO in year one, a 401(k) match with immediate vesting, and relocation assistance available. Frontline Source Group is leading the search, and direct hire placements carry its 5-Year Placement Warranty.
TL;DR: Direct hire, full time, based in Dallas, TX. You will run market pricing, salary benchmarking, and internal equity analyses, support the annual merit and promotion cycle, build compensation dashboards in Workday, and work through the pay side of acquisitions and restructuring. A bachelor's degree and 4 to 6 years in compensation, total rewards, HR analytics, or finance are required; Workday HCM, Payfactors or Radford, M and A experience, and the CCP are pluses. Apply at frontlinesourcegroup.com/how-to-apply.html and reference Job ID 14397109.
What does this Dallas senior compensation analyst job involve?
This role sits at the center of how the company pays its people. You will be the go-to compensation resource for HR business partners, Talent Acquisition, and leadership, turning market data into clear recommendations on offers, promotions, adjustments, and salary ranges. The company is growing and integrating acquisitions, so the job mixes steady program administration with project work on job architecture, salary structures, and business transformation.
Market analysis and pay recommendations
- Run compensation market analyses, salary benchmarking, and internal equity assessments
- Evaluate compensation requests and recommend salary ranges based on market data, internal equity, and company guidelines
- Collect, validate, submit, and analyze compensation survey data
- Partner with HR business partners, Talent Acquisition, and leadership on compensation needs
Compensation programs and job architecture
- Support the annual compensation cycle, including merit increases, promotions, salary adjustments, and incentive programs
- Support job evaluations, job classifications, salary structures, and job architecture initiatives
- Analyze the compensation side of mergers, acquisitions, restructuring, and business integration
Reporting, systems, and compliance
- Build and maintain compensation reports, dashboards, and analytical tools for leadership
- Use Workday and other compensation systems to keep data clean, improve reporting, and find process improvements
- Help keep compensation programs compliant with federal, state, and local rules, including wage and hour requirements and pay transparency considerations
- Assist with compensation audits, documentation, and compliance reporting
How do market pricing and internal equity work in this role?
These are the two analyses you will run most often, and you should be ready to walk through both in the interview. Market pricing answers what the outside market pays. You match a company job to benchmark jobs in salary surveys such as Payfactors or Radford, age the survey data to a common date, and pick a market reference point, often the 50th percentile. That number anchors the salary range for the job.
Internal equity answers whether people inside the company are paid consistently. A common tool is the compa-ratio, which divides an employee's salary by the midpoint of their range. Example: an analyst earning $72,000 in a range with an $80,000 midpoint has a compa-ratio of 0.90, or 90 percent of midpoint. When you review a promotion or a new offer, you look at both views together, so a new hire is not brought in above long-tenured peers without a clear reason. During an acquisition, the same work happens at scale, mapping incoming jobs into the company's job architecture and salary structure.
What qualifications does the employer want?
Required background
- Bachelor's degree in human resources, finance, business administration, economics, or a related field
- 4 to 6 years of experience in compensation, total rewards, HR analytics, finance, or a closely related area
- Solid grasp of compensation methods, market pricing, salary structures, incentive plans, and compensation administration
- Hands-on experience with market benchmarking and internal equity analysis
- Advanced Excel and analytical skills, with the ability to turn complex data into clear recommendations
- Strong communication and consulting skills for explaining compensation to business leaders and HR partners
- Ability to manage competing priorities and work independently in a growing organization
Preferred qualifications
- Workday HCM experience, especially compensation administration, reporting, and dashboards
- Payfactors, Radford, or similar compensation benchmarking platforms
- Experience supporting mergers, acquisitions, business integrations, or organizational transformation
- The Certified Compensation Professional (CCP) designation from WorldatWork, or progress toward it
What does this senior compensation analyst job pay?
The employer has not published a base salary for this posting. Your Frontline recruiter will discuss compensation with qualified candidates.
For context, the U.S. Bureau of Labor Statistics (BLS) reports a May 2025 national median of $78,210 for compensation, benefits, and job analysis specialists, rising to $84,240 for those working in management of companies and enterprises and $84,000 in professional, scientific, and technical services. For comparison, BLS reports $75,940 for human resources specialists and $149,280 for human resources managers, which shows where a compensation career can lead. The BLS median covers every experience level, so treat it as a reference point rather than the pay range for this senior role.
BLS counts about 118,100 compensation, benefits, and job analysis specialist jobs in 2025 and projects 6 percent growth from 2025 to 2035, faster than the 3 percent average for all occupations, with about 9,000 openings a year. BLS notes that certification is not required but shows expertise, and some employers prefer certified candidates.
What benefits come with this job?
- 15 days of PTO in the first year, increasing with tenure
- Two additional paid community service days
- Paid holidays, including your birthday
- 401(k) with a company match and immediate vesting
- Medical insurance, with the company covering 80 percent of premiums
- Dental and vision insurance
- Health Savings Account (HSA) and Flexible Spending Account (FSA) options
- Company-paid life insurance and short-term and long-term disability
- Paid parental leave and an Employee Assistance Program (EAP)
- Relocation assistance available
- Professional development, mentorship, and room to advance in a growing organization
Where is the job located, and is relocation available?
The job is based in Dallas, Texas. The posting does not list a remote option, so your recruiter will confirm the work arrangement during your first conversation. Relocation assistance is available, which makes this a real option for compensation professionals outside Dallas-Fort Worth. The company's name and exact address are shared with qualified candidates once fit and interest are confirmed.
Who is recruiting for this senior compensation analyst job?
This search is led by Lindsey Davidson, CDR, Senior Lead Executive Recruiter at Frontline Source Group, who specializes in human resources recruiting and holds the Certified Diversity Recruiter credential. Frontline's Dallas office at 4245 North Central Expressway, Suite 300, Dallas, TX 75205, is used for scheduled meetings. All interviews are set by appointment only and we do not allow walk-ins at any location. Everything starts online: candidates apply at frontlinesourcegroup.com/how-to-apply.html, and employers request talent at frontlinesourcegroup.com/employer-request-form.html.
How does the hiring process work through Frontline Source Group?
- Apply online at frontlinesourcegroup.com/how-to-apply.html and reference Job ID 14397109.
- Your first-round interview is with Lexi Reed, Frontline's AI recruiter, who gathers your background, availability, and pay expectations.
- A Frontline recruiter reviews every candidate after that interview and calls those who meet the requirements to talk through your compensation work, survey and benchmarking platforms, Workday experience, and any acquisition projects.
- Qualified candidates may complete skills testing, such as Excel, before being presented to the employer.
- Frontline prepares you before the client interview; see frontlinesourcegroup.com/interview-instructions.html for what to expect.
How do you know this job posting is legitimate?
Frontline Source Group recruiters only email from the frtline.com domain and never use Gmail or other free email accounts. Frontline never charges candidates a fee and never asks for money, bank details, or equipment purchases. If a message using the Frontline name does not look right, review frontlinesourcegroup.com/scam-alert.html or email legal@frtline.com to verify the recruiter.
Why do HR and compensation professionals work with Frontline Source Group?
Frontline Source Group is a nationwide staffing and executive search firm founded in Dallas in 2004, with 32 plus offices, 5,619 plus completed placements, a 98.94% executive placement retention rate, and a 5.0 star Trustpilot rating across 683 plus verified reviews, along with a 5.0 rating on G2 from validated reviewers. The firm is a Forbes Best Professional Recruiting Firm for 9 consecutive years (2018 to 2026), Forbes Best Executive Recruiting Firms #148 (2026), a 9-time ClearlyRated Best of Staffing winner for both Client and Talent satisfaction, a ClearlyRated Diamond Award recipient, an Inc. 5000 honoree, an Expertise.com Best Staffing Agency, and a member of the American Staffing Association (ASA). See the full list at frontlinesourcegroup.com/staffing-awards.html.
Direct hire placements are backed by the 5-Year Placement Warranty, 20 times longer than the 90-day guarantee that is standard in staffing. Frontline's human resources staffing and HR executive search teams place compensation analysts, HR generalists, HR business partners, and HR leaders across Dallas-Fort Worth and nationwide, and the firm also offers a fractional CHRO. People. Process. Service.
How do you apply for the Dallas senior compensation analyst job?
Apply at frontlinesourcegroup.com/how-to-apply.html and reference Job ID 14397109. Lead your resume with the compensation work you have owned: market pricing and benchmarking projects, salary structures or job architecture you built, the merit cycles you ran, survey platforms such as Payfactors or Radford, your Workday compensation and reporting experience, any acquisition integrations, and your CCP status. Employers that need compensation, total rewards, or HR talent can request it at frontlinesourcegroup.com/employer-request-form.html or review fees and engagement models at frontlinesourcegroup.com/pricing.html. See more of Frontline's work on the recent placements page.
Frequently Asked Questions: Dallas Senior Compensation Analyst Job
What does a senior compensation analyst do in this job?
You run market pricing, salary benchmarking, and internal equity analyses, recommend salary ranges, support merit and promotion cycles, maintain Workday compensation data and dashboards, and analyze the pay side of acquisitions and restructuring.
What is the salary for this senior compensation analyst job?
The employer has not published a base salary for this posting, and your Frontline recruiter will discuss compensation with qualified candidates. For context, BLS reports a May 2025 national median of $78,210 for compensation, benefits, and job analysis specialists.
Is this a direct hire or contract position?
It is a full-time, direct hire position with the employer. Direct hire placements made by Frontline Source Group are backed by the 5-Year Placement Warranty, 20 times longer than the 90-day guarantee that is standard in staffing.
How much experience do I need for this job?
The employer wants 4 to 6 years of experience in compensation, total rewards, HR analytics, finance, or a closely related area, plus a bachelor's degree in human resources, finance, business administration, economics, or a related field.
Do I need Workday experience for this job?
Workday HCM experience is preferred, not required. Experience with Workday compensation administration, reporting, and dashboards will stand out, since the role uses Workday to maintain compensation data and improve reporting.
Is the CCP certification required?
No. The Certified Compensation Professional (CCP) designation from WorldatWork, or progress toward it, is a plus but not a requirement for this job.
What compensation benchmarking tools does the employer use?
The employer lists Payfactors and Radford as preferred benchmarking platforms. Experience with similar salary survey and market pricing tools also applies.
What benefits come with this senior compensation analyst job?
Benefits include 15 days of PTO in year one, two paid community service days, paid holidays including your birthday, a 401(k) match with immediate vesting, medical coverage with 80 percent of premiums paid, dental and vision, HSA and FSA options, company-paid life and disability insurance, paid parental leave, and an EAP.
Does this job offer relocation assistance?
Yes. The employer offers relocation assistance for this Dallas-based role, so candidates outside Dallas-Fort Worth are welcome to apply.
Who is recruiting for this job at Frontline Source Group?
The search is led by Lindsey Davidson, CDR, Senior Lead Executive Recruiter at Frontline Source Group, through the firm's Dallas office at 4245 North Central Expressway, Suite 300, Dallas, TX 75205. All interviews are set by appointment only and we do not allow walk-ins at any location.
How do I apply for this job?
Apply at frontlinesourcegroup.com/how-to-apply.html and reference Job ID 14397109. Your first-round interview is with Lexi Reed, Frontline's AI recruiter, and a Frontline recruiter then reviews every candidate and calls those who meet the requirements.
Does Frontline Source Group charge candidates a fee?
No. Frontline Source Group never charges candidates a fee and never asks for money, bank details, or equipment purchases. Recruiters only email from the frtline.com domain; report anything suspicious at frontlinesourcegroup.com/scam-alert.html.
