Lead Compensation Analyst

Lyra Health is hiring a Lead Compensation Analyst for a remote role open to applicants in United States. It pays $106k-$146k a year and Level rates it ; you can apply on Lyra Health.

Level's read on this job

Level rates this role Little AI ●○○○: aI is not part of the work.
This is listed as a remote role.
Level classes it as a lead role.
Lyra Health has 480 other open roles on Level.
Posted in the last few days.

AI in this role

About Lyra Health Lyra Health is a leading provider of evidence-based mental health care, serving more than 20 million people globally in partnership with employers and more than 100 million through health plan and partner relationships. The company has delivered more than 15 million sessions of mental health care, published more than 35 peer-reviewed studies, and delivered unmatched outcomes in terms of access, clinical effectiveness, and cost efficiency. Extensive peer-reviewed research confirms Lyra’s transformative care model helps people recover twice as fast and results in a 26% annual reduction in overall healthcare claims costs. Lyra is transforming access to life-changing mental health care through Lyra Empower, the only fully integrated, AI-powered platform combining the highest-quality care and technology solutions.
About the Role:

The Lead Compensation Analyst manages core global compensation processes and serves as an advisor to HR and business leaders. Reporting to the Director, Global Compensation, this lead individual contributor role blends data modeling with business consultation to keep our pay practices competitive, fair, and compliant across all operational regions.

In this role, you will lead the annual global compensation cycle, administer short- and long-term incentive programs, manage job leveling and market benchmarking, and run key total rewards initiatives. You will partner directly with HR Business Partners, Talent Acquisition, Finance, and Sales Operations, while helping managers and employees better understand our compensation philosophy and structures.

Responsibilities

1. Compensation Consultation & Business Partnership

Act as the primary compensation advisor for HR Business Partners, Talent Acquisition, and business leaders—providing guidance on candidate offers, promotions, market adjustments, job evaluation and leveling, and other elements of compensation.
Partner with leaders to explain market trends, pay practices, and policy application across different regions.
Work cross-functionally with Sales Operations and Finance on shared compensation initiatives to ensure operational alignment, accurate budgeting, and proper plan governance.

2. Job Evaluation, Incentive Design & Market Benchmarking

Evaluate and market-price new and evolving roles to recommend job levels, salary bands, and job family placements.
Lead benchmarking projects using survey data to evaluate market competitiveness and recommend updates to pay structures.
Maintain the global job catalog and architecture, suggesting updates to leveling guidelines and benchmarking standards as the organization grows.
Support the analysis, evaluation, and administration of short-term (bonus) and long-term (equity/LTI) incentive programs to ensure they align with business objectives and drive performance.

3. Annual Compensation Cycle Administration

Lead the end-to-end planning and execution of the global annual compensation review cycle (merit, promotions, equity allocations, and short-term incentives)—including eligibility audits, budget analysis, Workday testing, payout calculations, and post-cycle audits.
Model merit budgets, incentive payout forecasts, and cost scenarios for HR and Finance leadership, while tracking cycle timelines, approval workflows, and policy exceptions.
Partner with Communications and Talent Development to create and deliver clear manager guidelines, timelines, and training resources for a smooth cycle.

4. Data Analysis, Reporting & Process Improvement

Analyze internal pay data to conduct pay equity reviews, run cost scenarios, and evaluate market positioning.
Turn complex datasets into clear summaries, dashboards, and executive presentations to support decision-making.
Serve as the functional expert for compensation systems; partner with HRIS on Workday updates, configuration testing, data integrity, and process improvements.
Identify opportunities to leverage modern AI tools and technology to automate manual reporting, streamline data workflows, and improve operational efficiency across compensation operations.

5. Training, Compliance & Project Management

Build and deliver compensation training materials to help managers and employees understand pay structures, our compensation philosophy, and how to navigate compensation conversations.
Maintain active oversight of wage and hour regulations, local and global pay transparency laws, and labor compliance regulations across operating regions.
Manage projects independently.

Qualifications

Education & Experience Requirements

Education: Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, or a related field (or equivalent work experience).
Compensation Experience: 7+ years of progressive compensation experience with strong hands-on background in program administration, job evaluation, short-term incentives, and market benchmarking across multi-region or global operations (e.g., Americas, EMEA, APAC).
HRIS Skills: Direct experience with Workday (both Core Compensation and Advanced Compensation modules required).
Analytical Skills: Advanced proficiency in Excel or Google Sheets, with a proven ability to model, audit, and analyze complex datasets.
Benchmarking Platforms: Hands-on experience using market pricing platforms and global salary survey data.
Communication & Influence: Strong consultative and presentation skills, with a track record of building trust with leaders, explaining pay concepts clearly to non-HR audiences, and partnering effectively with HR and Finance teams.

Knowledge, Skills & Competencies

Deep understanding of job evaluation methodologies, market pricing, salary structures, incentive plan mechanics (STI/LTI), and annual review cycles.
Strong working knowledge of compensation compliance regulations, including FLSA, global pay transparency legislation, and international pay practices.
Ability to run projects independently with minimal oversight, handle complex pay scenarios with sound judgment, and maintain strict confidentiality.
Demonstrated interest or experience in using AI tools and technology solutions to optimize workflows, automate routine compensation analysis, and increase operational productivity.
Certified Compensation Professional (CCP) preferred

"We are an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information or any other category protected by law. By applying for this position, you acknowledge that your personal information will be processed as per the Lyra Health Workforce Privacy Notice. Through this application, to the extent permitted by law, we will collect personal information from you including, but not limited to, your name, email address, gender identity, employment information, and phone number for the purposes of recruiting and assessing suitability, aptitude, skills, qualifications, and interests for employment with Lyra. We may also collect information about your race, ethnicity, and sexual orientation, which is considered sensitive personal information under the California Privacy Rights Act (CPRA) and special category data under the UK and EU GDPR. Providing this information is optional and completely voluntary, and if you provide it you consent to Lyra processing it for the purposes as described at the point of collection, for example for diversity and inclusion initiatives. If you are a California resident and would like to limit how we use this information, please use the Limit the Use of My Sensitive Personal Information form. This information will only be retained for as long as needed to fulfill the purposes for which it was collected, as described above. Please note that Lyra does not “sell” or “share” personal information as defined by the CPRA. Outside of the United States, for example in the EU, Switzerland and the UK, you may have the right to request access to, or a copy of, your personal information, including in a portable format; request that we delete your information from our systems; object to or restrict processing of your information; or correct inaccurate or outdated personal information in our systems. These rights may be subject to legal limitations. To exercise your data privacy rights outside of the United States, please contact globaldpo@lyrahealth.com. For more information about how we use and retain your information, please see our Workforce Privacy Notice."

How we rate this

Lead Compensation Analyst at Lyra Health rates 34 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.

Classification

Little AI. AI is not part of the work.

●●●● Builds AI80 to 100
●●●○ Works on AI60 to 79
●●○○ Uses AI40 to 59
●○○○ Little AI0 to 39

Levels come from how often the tools, models and workflows of the role are named in the posting itself. Read the description and count the AI tools, models and workflows it names.