Sr. Analyst, Compensation

Our Compensation Team

• is a global function responsible for RB I’s :
• Compensation Framework and Execution : M arket pricing, benchmarking, and market intelligence analysis using multiple survey sources to support pay range, grade, job leveling, and offer recommendations.
• Restaurant Incentive Program Support: Partner with the business to motivate and reward employees and drive the right outcomes across our 1,000+ company restaurants .
• This role – Sr. Analyst, Compensation – reports to the Sr. Manager , Compensation and is responsible for collaborating with leaders to execute on critical compensation programs for all RBI b rands and regions . With exposure to our business units and functions, this role provides an excellent opportunity to grow as our function evolves.
• The ideal candidate will have a proven track record in the setup, execution, and management of compensation programs, experience in working with leaders and business stakeholders , and proven ability to build and improve processes .
• Responsibilities
• Compensation Program Design & Analysis
• Lead complex market pricing, benchmarking, and market intelligence analysis using multiple survey sources to support pay range, grade, job leveling, and offer recommendations.
• Analyze base pay, variable pay, incentive eligibility, range positioning, compression, and internal equity to identify risks and recommend data-driven remediation actions.
• Prepare clear compensation materials, insights, and recommendations for HR and business stakeholders; translate complex data into concise, actionable guidance.
• Build, maintain , and improve compensation models , reporting , and recurring analytics to monitor market competitiveness, program effectiveness, and workforce trends.
• Governance & Program Execution
• Support pay transparency and compensation compliance activities, including posted pay range guidance, pay range documentation, audit support, and partnership with Legal and HR.
• Support annual merit and compensation planning processes from budget modeling through employee-level delivery and communications.
• Partner with Talent Acquisition, HR Business Partners, Finance, and business leaders on total compensation offers, promotional increases, retention requests, and exception reviews.