Principal Compensation Analyst (Hybrid - Pleasanton, CA)

About Blackhawk Network

Today, through BHN’s single global platform, businesses of all kinds can tap into the world’s largest network of branded payment solutions. BHN helps businesses grow revenue, increase loyalty, motivate and reward their teams, disburse funds and engage consumers. Branded payment solutions include the issuance and distribution of gift cards, egifts, corporate payouts and rewards, along with the technology to deliver these products in seamless, integrated ways. BHN’s network spans the globe with more than 400,000 consumer touchpoints. Learn more at BHN.com.

Hybrid flexibility: At Blackhawk Network, you’ll enjoy the best of both worlds—focused remote work plus in-person collaboration on Tuesdays and Wednesdays, our regular in-office days at our Pleasanton headquarters. This rhythm gives you the tools, connection, and autonomy you need to make a real impact.

Overview

The Principal Compensation Analyst will demonstrate an understanding of how total compensation supports the overall organizational strategy to enhance employee attraction, retention and engagement, as well as drive performance and business results. The scope of ownership will participate in the design, develop, direct, plan, implement and evaluate all compensation programs.

The Principal Compensation Analyst serves as a strategic compensation partner responsible for the design, development, administration and ongoing evaluation of global compensation programs. This role partners with HR, Finance, Legal and business leadership to develop competitive, equitable and scalable compensation solutions that support the organization's talent strategy and business objectives.

The role provides expertise across base pay, annual salary planning, short- and long-term incentives, executive compensation, sales compensation, job architecture, market benchmarking, pay equity and compensation governance. The Principal Compensation Analyst also leads key annual compensation processes and provides data-driven recommendations to senior leadership.

Responsibilities

• Lead the global annual salary planning process, including development of merit budgets and guidelines, merit matrix design, eligibility requirements, project timelines, system requirements and configuration, data validation, approvals, communications and final implementation.
• Conduct market analysis and maintain global salary structures to ensure competitive and internally equitable pay practices. Analyze market movement, geographic differentials and internal positioning and develop recommendations for salary structure adjustments.
• Manage participation in global compensation surveys, including Radford and other applicable market surveys; oversee job matching and benchmark validation, identify and resolve data and job-matching issues, and leverage survey results to support compensation recommendations and program design.
• Lead job evaluation and market-pricing activities, including job leveling, job family and career-level alignment, FLSA classification, salary grade determination and recommendations for new hires, promotions, reorganizations and other employee compensation actions.
• Design, administer and evaluate annual incentive and bonus programs, including plan eligibility, performance measures, weighting and payout structures, financial modeling, accruals, employee communications, system administration, payout calculations and reconciliation.
• Partner with business and sales leadership on the evaluation and administration of sales incentive compensation programs, including market competitiveness, plan design, eligibility, incentive targets and compensation recommendations.
• Support the design and administration of executive compensation programs, including executive offer analysis, base salary and incentive recommendations, long-term incentive/equity analysis, market benchmarking and preparation of materials and recommendations for senior leadership and the Compensation Committee.
• Administer and support short- and long-term incentive programs, including plan documentation, participant communications, eligibility and award data, equity-related processes and data audits to ensure accurate administration.
• Lead compensation analytics and pay equity reviews across applicable markets, identify trends and areas requiring additional evaluation, and partner with HR, Legal and leadership on recommendations, regulatory reporting and evolving pay transparency requirements.
• Monitor compensation-related regulatory requirements and conduct periodic reviews of minimum wage, overtime/exemption requirements and other applicable pay practices; recommend and coordinate necessary changes with HR and business partners.
• Serve as a compensation consultant to HRBPs and business leaders on complex compensation matters, including organizational changes, promotions, new hires, retention considerations, internal equity, market competitiveness and compensation program application.
• Develop compensation analytics, modeling and reporting to evaluate program effectiveness, identify trends, support financial planning and provide data-driven recommendations to HR and business leadership.
• Prepare executive-level compensation analyses, recommendations and presentations for senior leadership, the Compensation Committee and other stakeholders as needed.
• Partner with HR Technology/HRIS teams on compensation systems, annual process configuration, testing, data integrity, reporting, automation and continuous process improvements.
• Maintain compensation data governance through ongoing audits and validation of employee compensation data, job architecture, salary structures, incentive eligibility and other compensation-related information.
• Develop compensation communications, tools, guidance and training for HR, Talent Acquisition, managers and other stakeholders to promote consistent understanding and application of compensation programs and practices.
• Partner cross-functionally with HR, Finance, Payroll, Legal, HR Technology and business leadership to execute compensation programs and ensure alignment between compensation strategy, financial objectives and business needs.
• Support compensation activities associated with mergers, acquisitions and organizational integrations, including compensation assessment, program alignment, employee treatment and integration planning.
• Manage external compensation consultants, survey providers and other vendors as needed to support compensation programs and initiatives.
• Identify opportunities to improve and automate compensation processes, analytics and tools, including the effective use of artificial intelligence and emerging technologies to increase efficiency, scalability and decision support.
• Partner with senior leadership to define, develop, communicate and execute the Total Rewards philosophy, vision, and strategy. Effectively incorporate model into plan designs to support short- and long-term business objectives and ensure strategies and solutions to support existing and emerging business needs

Collaborate on Mergers and Acquisitions due diligence and integration

• Oversee vendor selection; monitor and manage selected vendors against service level agreements and effectiveness
• Provide input and support to the HRIS team and the systems development and automation related to total programs
• Foster a collaborative, values-driven HR team culture of high standards, strong productivity and innovation
• Consult with employees at all organizational levels

Additional responsibilities include but are not limited to the following:

• Oversee the research of salary market data and building of creative solutions, ensuring that the organization retains a competitive total rewards position in the marketplace
• Creates and maintains job codes, pay plans and other compensation components within the EC system, coordinating as needed with HRIS, HRBP and other closely related areas.
• Manage various compensation programs, incl