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Senior Analyst, Compensation and Workforce AnalyticsLaborie Medical Technologies Corp • Portsmouth, Virginia, United States
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Senior Analyst, Compensation and Workforce Analytics

Laborie Medical Technologies Corp
  • US
    Portsmouth, Virginia, United States
  • US
    Portsmouth, Virginia, United States
Jetzt Bewerben

Über

About the Role Laborie is seeking a Senior Analyst, Compensation & Workforce Analytics to play a pivotal role within the Total Rewards Center of Expertise. This role is responsible for delivering advanced analytics, compensation insights, and workforce intelligence that directly inform executive decision‑making and enterprise talent strategy.
Compensation Strategy & Execution (COE Leadership)
Lead advanced compensation analytics including market benchmarking, job evaluation, and pay structure design across global markets
Support the design and optimization of base salary, incentive plans, and sales compensation programs relevant to a medical device environment
Conduct enterprise-wide pay equity and pay transparency analyses; develop actionable remediation strategies
Partner with HRBPs and Talent Acquisition to provide data‑driven guidance on offers, promotions, and retention cases
Contribute to the evolution of Laborie’s job architecture and global grading framework
Workforce Analytics & Strategic Insights
Serve as a primary analytics partner to the CPO, delivering executive‑level insights on workforce trends, risks, and opportunities
Build predictive and scenario‑based workforce models (e.g., headcount planning, attrition risk, labor cost optimization)
Analyze workforce dynamics across business units (Urology, GI, Mother & Child Health) to inform strategic talent decisions
Develop insights linking talent investments to business outcomes, including productivity, growth, and patient impact
Data, Reporting & Visualization
Design and maintain enterprise dashboards and executive reporting for compensation and workforce metrics (e.g., Power BI, Tableau)
Standardize and automate reporting across regions and functions to enable scalability within the COE model
Ensure data integrity and governance across HRIS (e.g., Workday, Dayforce), compensation tools, and analytics platforms
Governance, Compliance & Risk Management
Ensure compliance with global compensation regulations, including pay transparency, equal pay, and local labor laws
Support internal and external audits, including documentation of compensation practices and decision frameworks
Establish and maintain strong governance over compensation processes and analytics methodologies
Cross‑Functional & COE Collaboration
Partner with Finance on workforce planning, budgeting, and labor cost forecasting
Collaborate with Talent Acquisition COE on competitive hiring strategies and support tracking of cost per hire, time to fill and other analytics that drive better decision making
Align with Talent Management and L&D COEs to connect compensation strategy with performance, development, and succession planning
Support HRBPs with tools, insights, and training
Enable HRBPs with tools, insights, and training to effectively deploy Total Rewards strategies
What you Bring Education & Experience
Bachelor’s degree in Human Resources, Finance, Economics, Data Analytics, or related field
5–8+ years of experience in compensation, workforce analytics, or people analytics
Experience in a global, regulated industry (medical device, healthcare, or life sciences strongly preferred)
Technical Expertise
Advanced Excel and financial modeling capabilities
Experience with data visualization tools (Power BI, Tableau)
Proficiency in HRIS platforms (Workday, Dayforce or other HCM platforms preferred)
Working knowledge of statistical modeling, data analysis, and workforce planning methodologies with ability to leverage AI tools
Core Competencies
Strong business acumen with the ability to connect talent analytics to commercial and operational outcomes
Executive presence and ability to synthesize complex data into clear, actionable insights for senior leaders, including the CPO
High attention to detail with strong data governance discipline
Collaborative mindset with the ability to operate effectively in a COE model
High integrity and discretion in handling sensitive employee data
Operating Model Context (COE)
Embedded within the Total Rewards COE, serving as a centralized expert resource across regions and business units
Works in close partnership with HR Business Partners (HRBPs) who deploy solutions within the business
Collaborates horizontally across HR COEs to ensure integrated, enterprise‑wide talent strategies
Acts as a key enabler of data‑driven decision making at the executive level
Success Profile
Recognized as a trusted advisor to the CPO and Total Rewards leadership
Drives measurable improvements in pay equity, competitiveness, and workforce efficiency
Builds scalable analytics and reporting capabilities that elevate HR’s strategic impact
Enables faster, higher-quality talent decisions through actionable insights
Key Metrics for Success
Pay equity gap reduction and compliance outcomes
Accuracy and adoption of workforce analytics and dashboards
Impact of insights on executive decision‑making (CPO/ELT level)
Efficiency gains through automation and standardization
Stakeholder effectiveness (HRBPs, Finance, Executive Team)
Benefits
Paid time off and paid volunteer time
Medical, Dental, Vision
Pension Plan
Parental Leave and Adoption Services
Health and Wellness Programs and Events
Equal Employment Opportunity Statement Laborie provides equal employment opportunities and non‑discrimination for all employees and qualified applicants without regard to a person’s race, color, gender, age, religion, national origin, ancestry, disability, veteran status, genetic information, sexualorientation, or any characteristic protected under applicable law. Laborie is committed to providing access and reasonable accommodation in our services, activities, education, and employment for individuals with disabilities.
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  • Portsmouth, Virginia, United States

Sprachkenntnisse

  • English
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