EarnIn - Compensation Analyst II
Requirements
• Demonstrated experience in compensation, total rewards, or a related analytical function (e.g., finance, HR analytics, or consulting) • Experience helping shape or evolve compensation philosophy — whether that's informing pay positioning decisions, building frameworks that scale, or bringing AI-native workflows into how comp work actually gets done • Solid understanding of broad-based compensation principles — salary structures, market pricing, job leveling, and pay equity — with the ability to apply them in ambiguous, fast-moving situations • Proficiency with Excel or Google Sheets, including working with large datasets and building structured models • Familiarity with at least one compensation survey methodology (Radford/Aon, Mercer, Compdata, or similar) • Unusually high attention to detail — ability to catch the error before it becomes a problem, and build processes so it doesn't happen again • Clear, effective communicator who can explain comp decisions to non-specialists • Ability to handle sensitive compensation and employee data with appropriate confidentiality. • Equity administration experience: familiarity with grant processing, vesting schedules, and RSU/option mechanics • Experience in a fast-paced, ambiguous environment • Experience working in a global organization with employees in multiple countries • Experience with an HRIS (Workday, Rippling, or similar) • #LI-Remote #LI-Hybrid • A Note on AI in the Hiring Process: EarnIn may use Artificial Intelligence (AI)-powered tools during the hiring process, including tools that generate summaries or notes for interviewers, review resumes, assist with scheduling, or help identify themes across candidate responses and profiles for a given role. Final hiring decisions are made by human interviewers and hiring managers. If you have any concerns about the use of AI in our hiring process, please connect with your recruiter. With your consent, EarnIn may use AI tools to help transcribe or summarize interviews. Recordings are treated as confidential candidate data and are accessible only to authorized hiring personnel. Declining to be recorded will not negatively affect your candidacy or evaluation.
Benefits
• Maintain and refine global salary bands and job architecture, ensuring alignment with market data and internal equity • Conduct ongoing benchmarking using survey sources (e.g., Radford/Aon, Carta, and others) and provide recommendations on pay positioning • Support annual merit, promotion, and compensation review cycles — including building tooling, reviewing inputs, and auditing outputs for consistency and equity • Partner with People Partners and Talent Acquisition to provide compensation recommendations for new roles, offers, and promotions across all levels and geographies • Respond to ad hoc comp questions from leadership and employees, translating data into clear, actionable guidance in alignment with internal pay practices • Monitor pay equity across the organization and flag patterns that warrant review • Global Equity Administration • Administer equity grants (RSUs, stock options) end-to-end: grant processing, vesting schedules, termination processing, and related equity lifecycle events • Serve as the primary liaison with our equity platform (e.g., Carta or equivalent) and internal Finance/Legal teams • Maintain data integrity across equity records; reconcile between equity platform and HRIS • Support equity-related disclosures, audits, and reporting requirements • Support compliance with international equity tax requirements across EarnIn’s operating jurisdictions • Educate employees on their equity awards; help build resources that make equity understandable across the org • Stay current on global equity regulations (particularly in jurisdictions where EarnIn has employees) and flag compliance considerations proactively • Reporting & Operations • Build and maintain compensation dashboards and reports that give leadership visibility into spend, distribution, and equity across the organization • Support the buildout and improvement of compensation processes and documentation as we scale • Partner with PxT Operations and Finance on headcount planning and comp modeling
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