Compensation Specialist

The Compensation Analyst supports day-to-day execution of Taylor. Made’s core compensation processes and assists with defined activities in the annual merit, bonus, and salary planning cycles. This intermediate-level role works with established guidelines and manager oversight, performs analysis for routine and moderately complex pay decisions, and collaborates with HR Business Partners, Finance, Payroll, HR Systems, and international HR teams to support accurate and efficient compensation operations.

Essential Functions

Compensation

Supports evaluations for new hires, promotions, transfers, reorganizations, and new or changed roles by gathering data, completing market pricing and internal equity analyses, reviewing FLSA considerations, and preparing grade recommendations for review. Escalates non-routine or precedent-setting cases. Sales compensation: Supports administration of the US and Canada sales compensation plans, including maintaining plan documents and agreements, preparing commission calculations, validating payout data, routing approved payments to Payroll, and producing incentive statements.

Elevates exceptions for review. Market pricing and surveys: Maintains market pricing data and tools, completes job matches, supports survey participation and data submissions, analyzes survey results, and assists with expanding pricing coverage into additional international regions. Planning cycles and Workday: Supports eligibility validation, data preparation, testing, and issue resolution for merit, bonus, and salary planning.

Maintains assigned compensation structures, grades, plans, and job data in Workday in accordance with established procedures and partners with HR Systems on configuration testing. Data integrity and compliance: Performs recurring compensation audits across Workday and downstream systems, investigates discrepancies, and supports pay equity, pay transparency, and range disclosure activities in accordance with federal, state, and international requirements.

AI-enabled work: Uses approved generative AI tools, including Microsoft Copilot and Claude, to support research, analysis, documentation, and communications. Applies established prompts and workflows, validates outputs, and follows data privacy and review requirements. Global partnership: Coordinates with international HR teams to gather market data, validate inputs, and support consistent local administration of global compensation programs.

Documentation and communications: Maintains assigned records in the companywide job description database and prepares compensation communications, process documentation, job aids, and training materials using established templates. Process improvement: Identifies process gaps, documents requirements, and supports implementation of automation and improvements that increase the accuracy and scalability of compensation operations.

Handles confidential compensation matters with discretion, contributes to special projects, and supports other Total Rewards functions as needed. Performs other related duties and assignments as required. Knowledge and Skills Requirements: Working knowledge of broad compensation principles, including market pricing, job evaluation, salary structures, internal equity, incentive plan mechanics, and FLSA.

Working knowledge of federal and California wage and hour rules and an awareness of international practices. Strong Excel skills, including lookups, nested formulas, pivot tables, and data reconciliation, with the ability to work accurately with large data sets. Strong analytical and problem-solving skills, with the ability to follow established methods, identify data issues, and check work independently.

Clear written and verbal communication, including the ability to summarize technical information for HR and business audiences. Sound judgment to support routine pay actions, apply established guidelines, and recognize when additional review or escalation is needed. Strong organization and project coordination skills, with the ability to manage assigned deliverables and meet deadlines in a fast-paced environment.

Strict confidentiality with sensitive employee and pay data. Solution driven and proactive in communication, problem solving, partnership and continuous improvement efforts. AI Skills: Prompting and workflow use: Familiarity with using clear prompts, approved templates, and established AI workflows to assist with survey summaries, job description drafts, and employee communications.

Output review: Ability to compare AI-generated content with source information, identify obvious issues, and seek guidance before using outputs in compensation work. Data protection: Follows established requirements for approved tools, confidential data, and appropriate review when using AI. AI-assisted work and learning: Comfortable using approved AI tools for basic analysis, Excel support, and drafting, with a willingness to learn and apply feedback.

Education, Work Experience, and Professional Certifications: Bachelor’s degree in human resources, Business, Finance, Economics, Data Analytics, or a related field, or equivalent experience. 3+ years of experience in compensation, HR analytics, or a related field, including at least two years of direct compensation experience.

Certified Compensation Professional (CCP) designation or progress toward certification preferred. Experience supporting sales or incentive compensation programs, market pricing and survey participation, HRIS or compensation systems, and annual merit or bonus cycles. Workday Compensation experience preferred. Exposure to international market pricing, Workday testing, dashboarding or data visualization tools, and pay equity or pay transparency analysis strongly preferred.

Demonstrated use of enterprise generative AI tools such as Microsoft Copilot and Claude, including validating outputs and protecting confidential data preferred. Work Environment / Physical Requirements: Normal office conditions with extensive computer and phone usage. Ability to work extended hours as necessary, particularly during annual compensation cycles and sales incentive payout periods.

Able to work efficiently and accurately in an atmosphere of frequent interruption. Light physical effort equal to frequent lifting or moving of lightweight materials. Taylor. Made is a performance driven organization and our total rewards approach to compensation is designed to support this. We consider many factors in determining base compensation, including position scope, job related knowledge, education, skills, experience, and work location.

The expected annual base pay range for this position is $85,000 - $93,000. Additional benefits, such as health & wellness, performance bonuses, product discounts, holidays, paid time off, etc. may also be offered in accordance with our plans. #LI-Onsite #LI-CL1 Taylor. Made Golf Company is an equal opportunity employer.

All qualified applicants receive consideration for employment without regard to race, religious creed, color, national origin or ancestry, physical or mental disability, medical condition, genetic information, marital status, sex, pregnancy, gender, gender identity, gender expression, age, sexual orientation, military and veteran status or any other basis protected by federal, state or local law, ordinance, or regulation.