Zeta Global - Global Compensation Analyst

• Understand, apply, iterate, and actively reinforce the company’s Job Architecture and leveling framework to ensure consistency and clarity across roles globally. • Job Architecture and leveling framework • Support the design and evolution of compensation programs by leveraging the framework to drive simplification, standardization, and internal equity. • Partner with HR Business Partners and Talent Acquisition to ensure roles are appropriately leveled and aligned to organizational strategy. • Conduct thorough job evaluations and market pricing using Aon Radford as the primary survey source, along with other providers (e.g., Mercer, WTW, Culpepper). • job evaluations • Aon Radford • Deliver strategic guidance to HR Business Partners, Talent Acquisition, and business leaders to maintain market competitiveness while reinforcing internal equity. • Support pricing for new roles, promotions, reorganizations, and structural changes. • Partner with Finance and Sales Operations to support the design, operation, and governance of commission and incentive compensation plans. • Finance and Sales Operations • commission and incentive compensation plans • Assist with plan modeling, cost analysis, and scenario testing to ensure pay‑for‑performance alignment and financial sustainability. • Review commission structures to ensure consistency with job levels, pay mix, and compensation philosophy. • Support execution of annual compensation processes, including merit increases and incentive programs, ensuring accuracy, consistency, and alignment with organizational goals. • merit increases and incentive programs • Analyze outcomes for equity, compression, and competitiveness, and support leadership review discussions. • Serve as a key point of contact for HR teams across regions, providing day‑to‑day guidance on compensation inquiries and ensuring consistent application of policies and practices. • Provide subject‑matter‑expert guidance to HR Business Partners, Talent Acquisition, managers, and employees to support informed decision‑ • Regularly audit compensation data in Workday HCM to ensure accuracy; investigate and resolve discrepancies. • Workday HCM • Maintain documentation, controls, and audit‑ready records appropriate for a public company environment. • Contribute to ad‑hoc analyses and strategic compensation initiatives that support business needs and enhance program effectiveness. • Develop compensation reporting and analytics to provide clear, actionable insights for HR, Finance, and leadership. • Support continuous improvement of compensation processes, tools, and governance.