Sr. Compensation Analyst

GeneDx (Nasdaq: WGS) delivers personalized and actionable health insights to inform diagnosis, direct treatment, and improve drug discovery. The company is uniquely positioned to accelerate the use of genomic and large-scale clinical information to enable precision medicine as the standard of care. GeneDx is at the forefront of transforming healthcare through its industry-leading exome and genome testing and interpretation services, fueled by the world’s largest, rare disease data sets. For more information, please visit www.genedx.com.

The Sr. Compensation Analyst will report to the Head of Total Rewards & People Operations and play a pivot role in the design, implementation, and maintenance of competitive, equitable and business-aligned compensation programs and structures. This role will focus on enhancing and evolving our compensation programs to align with our commitment to innovation and excellence in genetic testing. You will spearhead initiatives to refine our pay-for-performance philosophy, developing and optimizing base pay and short-term incentive plans tailored to our unique workforce needs. Your analytical expertise will guide data-driven decisions, ensuring our compensation policies effectively support GeneDx’s growth and talent acquisition efforts while fostering a high-performance culture. Additional duties maybe assigned.

MAJOR DUTIES AND REPONSIBILITIES 

• Strategic Development: Lead the design, implementation, and evaluation of innovative compensation programs, including base pay and short-term incentive structures, ensuring they align with organizational objectives and industry best practices.  Develop measurement tools to determine effectiveness of total rewards programs, monitor and provide analysis and insight to the trends.   
• Collaborative Consultation: Partner closely with Talent Acquisition, People Operations, and People Business Partners to provide strategic guidance on compensation-related matters and enhance decision-making across the organization.  Possess an understanding, and maintain knowledge of all applicable federal, state, and local regulations and compliance requirements that impact pay programs, including but not limited to FLSA, EEO, minimum wage, and compensation disclosure regulations. Develop plans and recommendations to address any required changes. 
• Job Evaluation & Market Analysis: Conduct comprehensive job evaluations and market research to assess competitive compensation practices, making informed recommendations for new roles and adjustments. Meet with business leaders and/or P&C BPs when conducting compensation analyses as needed, work through job descriptions, leveling decisions, etc. Discuss options, educate, influence. 
• Annual Review Leadership: Spearhead the annual compensation review process, ensuring alignment with performance metrics and organizational strategy, while effectively communicating changes to stakeholders.
• Compensation Structure Management: Oversee the maintenance of the internal salary structure and lead holistic job and compensation reviews in collaboration with People Business Partners to ensure consistency and fairness.
• Data-Driven Insights: Prepare and present complex compensation analyses to identify trends and inform strategic recommendations for program enhancements.  Create benchmarking reports utilizing internal data as well as market information within the total rewards space; including performance management, compensation structures (base to variable pay mix), effectiveness of new wellness benefits, retirement options, etc.
• Communication & Training: Develop and deliver engaging compensation communication and training materials to enhance understanding and transparency of our compensation programs.
• Financial Collaboration: Work closely with Finance to align compensation forecasts, accruals, and metrics with overall organizational financial strategy.
• Project Leadership: Lead key compensation projects and ad-hoc analyses that support strategic initiatives and organizational growth. Contribute to compensation projects and/or conduct analysis to support the business on data or modeling asks. Provide in-depth, equitable, and intentional options to determine optimal solutions. 

EXPERIENCE 

• 5-7 years of progressive compensation experience, with a preference for the Biotechnology or Scientific industry.
• Proven ability to prioritize and manage multiple strategic initiatives independently.
• Exceptional attention to detail and analytical thinking.
• Strong capacity for maintaining objectivity and confidentiality in handling sensitive data.
• Skilled in fostering positive relationships across all organizational levels.
• Flexibility in adapting to changing organizational needs while upholding the integrity of the compensation strategy.
• Experience in equity program management is preferred.

EDUCATION/TECHNICAL REQUIREMENTS 

• Bachelor’s degree in finance, human resources management, or a related field preferred.
• Proficiency in HRIS systems (ADP) and market pricing tools (CompAnalyst, Culpepper) is advantageous.
• Advanced Excel skills with a strong emphasis on data management and analysis.
• In-depth understanding of how compensation intersects with broader people business processes (HRIS, payroll, benefits, etc.) 

PHYSICAL DEMANDS  

• This role requires extended periods of sitting while using a computer, involving frequent keyboarding and mouse usage.  

WORK ENVIRONMENT  

• This position is performed in a home office setting. Employees are expected to create a quiet, organized workspace conducive to productivity. The role may involve virtual collaboration with team members through video conferencing and digital communication tools. Employees should ensure reliable internet connectivity and have access to necessary technology to perform their job effectively. Flexibility in work hours may be required to accommodate team meetings and project deadlines.