Senior Analyst, Compensation & Benefits

• Support the end-to-end execution of Armstrong's annual merit review cycles globally, including planning, data preparation, system configuration, calibration support, and letter generation.
• Develop merit matrices aligned with market data, budget envelopes, and rating distributions by country.
• Coordinate with regional HR teams and payroll to ensure accurate and timely processing of all compensation changes arising from the annual cycle.
• Maintain cycle documentation, timelines, and manager guidance materials to support a consistent and compliant process across all markets.

• Manage Armstrong's participation in Mercer's and other applicable surveys, ensuring data submissions are accurate and timely.
• Conduct regular market pricing analyses for all active and new roles, using survey data and supplementary sources across Armstrong's 14+ markets.
• Respond to ad hoc benchmarking requests from HR Business Partners and People Leaders with timely, data-driven analysis and recommendations.
• Monitor market trends, salary movement data, and legislative changes across key geographies to ensure Armstrong's pay practices remain competitive and compliant.

• Support annual headcount and compensation budgeting processes in partnership with Finance, providing modelling and scenario analysis as required.
• Conduct regular pay equity audits across regions to identify and address gaps, ensuring alignment with Armstrong's commitments to equitable and transparent pay practices.
• Support the development and implementation of Pay Transparency frameworks across regions as legislation evolves globally.

• Own compensation data integrity within BambooHR, ensuring all roles, grades, pay bands, and individual compensation records are accurate and maintained in real time.
• Partner with the HR Systems team to support payroll integration and data flows between BambooHR and payroll engines, ensuring compensation data is correctly reflected in downstream systems.
• Support the evaluation and implementation of a dedicated compensation tool as part of Armstrong's HR Technology roadmap.

To thrive in this role, you should bring:

• Bachelor’s degree in human resources, Business, Finance, Economics, or a related discipline.
• 3–6 years of progressive experience in compensation analysis, total rewards, or HR consulting, ideally within a global or multi-country environment.
• Hands-on experience with Mercer's IPE job evaluation methodology and survey platform is strongly preferred.
• Experience supporting incentive plan design and administration is an asset.

• Advanced proficiency in Microsoft Excel (Index/match, VLOOKUP, S UMIFS , COUNTIFS, P ivot tables, Power Query, scenario modelling etc. ).
• Familiarity with HRIS platforms; BambooHR experience is an advantage.
• Strong analytical capability - comfortable working with large datasets and translating data into clear, actionable insights.
• Knowledge of pay equity frameworks, compensation legislation, and global pay transparency trends.

• High degree of accuracy and attention to detail - compensation errors have direct financial and employee relations consequences.
• Ability to handle sensitive and confidential data with the highest degree of discretion and integrity.
• Strong communication skills - able to explain complex compensation concepts clearly to non-specialists including business leaders and employees.
• Self-directed and comfortable working in ambiguity with the ability to manage multiple competing priorities.
• Collaborative team player who builds trust-based relationships with HR colleagues, Finance, and business stakeholders.

Why Armstrong Fluid Technology?

By joining us, you’ll become part of a global community dedicated to pushing the boundaries of fluid-flow technology while upholding Armstrong’s commitment to sustainability.

You’ll have endless opportunities to learn, grow, and make a meaningful impact by strengthening fair, competitive, and transparent compensation practices across our global organization.

Together, we’ll build tomorrow’s solutions today.

This posting reflects a new role.

Armstrong does not use artificial intelligence tools to support candidate screening and assessment processes.