Compensation Analyst (night shift)

Why N-able At N-able, we’re not just helping businesses be secure —we’re redefining what it means to be cyber resilient. Our end-to-end platform blends AI-powered capabilities and flexible tech stacks, so customers can manage, secure, and recover with confidence. But the real power behind it all? Our people. We’re a global crew of N-ablites, who love solving complex problems, sharing knowledge, and delivering solutions that actually make a difference. If you're into meaningful work, fast growth, and a team that’s got your back, you’ll be surrounded by people who believe in what they do—and in you. The Compensation Analyst plays an integral role in supporting the implementation of corporate compensation policies, procedures, and programs to meet the diverse, fast-paced day-to-day compensation needs of the business. The Compensation Analyst is responsible for benchmarking data for compensation programs, administering bonus programs, assisting on projects, supporting senior level analysts, and partnering with other People team members. What You'll Do Aligns and participates in the N-able compensation strategy and philosophy that drives the development and positioning of compensation programs. Takes part in maintaining the compensation process, i.e., gathering data, analytics, etc. Under the guidance of more senior analysts or management, conducts analyses in support of compensation programs. Analyzes global base pay market positioning and salary ranges to ensure market competitiveness and support of overall compensation strategy. Supports the execution of project plans for new compensation initiatives, as assigned, to ensure successful rollout and timely completion, which includes comprehensive change management. Assists in developing and maintaining our job architecture. Works cross-functionally to evaluate new or changing roles and create the accompanying job codes. Reviews job descriptions, recommends preliminary matches to compensation surveys, and calibrates to existing salary structures. Maintains the integrity of the job classification library. Assists with compensation surveys. Collects and analyzes competitive salary information to determine company’s competitive position. Participates in internal audits and assists with pulling documentation and information from the HRIS system. Uses analytics to monitor the effectiveness of existing compensation plans, policies, and administrative procedures. May review proposed designs on the global compensation philosophy, pay-for-performance programs, policies, and procedures. Works with HR business partners to research internal client issues (i.e., market competitiveness, pay analysis, etc.) and respond to requests in a timely manner. Supports department leadership on a variety of projects including analysis, budgeting, business strategy, salary structures, incentive compensation, and integration of mergers and acquisitions. Supports the global compensation team on corporate bonus plan administration and other duties as assigned. Supports annual salary planning and focal promotion processes with business clients. Collaborates with the business applications group in efforts to maintain data integrity and reporting analytics. What You'll Bring Ability to assess processes and make recommendations for improvement Solid time management and organizational skills Strong attention to detail and a high level of accuracy Strong proficiency with MS Office Suite, especially Excel; knowledge of HRIS and HCM systems Ability to prioritize and work on multiple requests Knowledge of job evaluation/classification theory, processes and practices, and compensation practices Exposure to employment law and other areas of HR Previous experience executing compensation programs for global client groups, coupled with an understanding of how they, and other initiatives, may impact various areas of the People organization Solid written and verbal communication relationship building skills; enjoys working with highly collaborative teams 2-5 years of compensation or related business experience; experience in high-tech software industry is a plus Must be flexible and able to work in a fast-paced environment with changing priorities Strong analytical skills and mathematical aptitude required Bachelor’s degree, or equivalent combination of education and experience Purple Perks Medical and dental insurance Generous PTO and observed holidays 2 Paid VoluNteer Days per year Employee Stock Purchase Program Pension with company-contribution Monthly grab & go onsite pantry allowance Monthly internet allowance De Minimis - monthly allowance FuN-raising opportunities as part of our giving program N-ablite Learning – custom learning experience as part of our investment in you The Way We Work – hybrid working model of 2-3 days a week in-hub collaboration About N-able At N-able , our mission is to protect businesses against evolving cyberthreats with an end-to-end cyber resilience platform to manage, secure, and recover. Our scalable technology infrastructure includes AI-powered capabilities, market-leading third-party integrations, and the flexibility to employ technologies of choice—to transform workflows and deliver critical security outcomes. Our partner-first approach combines our products with experts, training, and peer-led events that empower our customers to be secure, resilient, and successful. #LI-RB1 #LI-Hybrid Aligns and participates in the N-able compensation strategy and philosophy that drives the development and positioning of compensation programs. Takes part in maintaining the compensation process, i.e., gathering data, analytics, etc. Under the guidance of more senior analysts or management, conducts analyses in support of compensation programs. Analyzes global base pay market positioning and salary ranges to ensure market competitiveness and support of overall compensation strategy. Supports the execution of project plans for new compensation initiatives, as assigned, to ensure successful rollout and timely completion, which includes comprehensive change management. Assists in developing and maintaining our job architecture. Works cross-functionally to evaluate new or changing roles and create the accompanying job codes. Reviews job descriptions, recommends preliminary matches to compensation surveys, and calibrates to existing salary structures. Maintains the integrity of the job classification library. Assists with compensation surveys. Collects and analyzes competitive salary information to determine company's competitive position. Participates in internal audits and assists with pulling documentation and information from the HRIS system. Uses analytics to monitor the effectiveness of existing compensation plans, policies, and administrative procedures. May review proposed designs on the global compensation philosophy, pay-for-performance programs, policies, and procedures. Works with HR business partners to research internal client issues (i.e., market competitiveness, pay analysis, etc.) and respond to requests in a timely manner. Supports department leadership on a variety of projects including analysis, budgeting, business strategy, salary structures, incentive compensation, and integration of mergers and acquisitions. Supports the global compensation team on corporate bonus plan administration and other duties as assigned. Supports annual salary planning and focal promotion processes with business clients. Collaborates with the business applications group in efforts to maintain data integrity and reporting analytics. Ability to assess processes and make recommendations for improvement Solid time management and organizational skills Strong attention to detail and a high level of accuracy Strong proficiency with MS Office Suite, especially Excel; knowledge of HRIS and HCM systems Ability to prioritize and work on multiple requests Knowledge of job evaluation/classification theory, processes and practices, and compensation practices Exposure to employment law and other areas of HR Previous experience executing compensation programs for global client groups, coupled with an understanding of how they, and other initiatives, may impact various areas of the People organization Solid written and verbal communication relationship building skills; enjoys working with highly collaborative teams 2-5 years of compensation or related business experience; experience in high-tech software industry is a plus Must be flexible and able to work in a fast-paced environment with changing priorities Strong analytical skills and mathematical aptitude required Bachelor's degree, or equivalent combination of education and experience