Senior Compensation and Benefits Analyst (Princeton)

Astound is a leading provider of internet, WiFi, mobile, and TV services, dedicated to connecting communities and empowering lives through innovative technology. We also keep businesses connected with dependable fiber infrastructure and internet solutions backed by award-winning service, helping organizations thrive in an increasingly connected world.

At the forefront of digital transformation, we continuously evolve our offerings to meet the dynamic needs of our customers—delivering reliable connectivity and groundbreaking digital experiences.

Our commitment to excellence extends beyond infrastructure. We invest in our people through personalized training, coaching, and a supportive work environment that fosters growth and opportunity. Employees are empowered to represent a superior telecommunications company while making a meaningful impact in the communities we serve.

We offer a robust benefits package that includes rewards, recognition programs, and employee discounts—ensuring our team members are supported in both their professional and personal journeys. At Astound, we believe in creating astounding possibilities for everyone, everywhere.

A Day in the Life of the Senior Compensation and Benefits Analyst:

The Senior Compensation & Benefits Analyst is a dual-domain analytical role within Astound's Total Rewards function, responsible for building and maintaining the analytical and structural infrastructure that underpins both the compensation and benefits programs. The Senior Analyst is the function's primary resource for market benchmarking, pay structure design and maintenance, benefits cost and utilization modeling, compliance analytics, and data-driven decision support for Total Rewards leadership.

This role is ideally suited for an analytically rigorous HR professional who brings deep technical fluency in both compensation methodology and benefits plan analysis, and who is energized by the opportunity to build a Total Rewards function infrastructure from the ground up.

• Conduct ongoing market benchmarking using survey data (including Croner C2HR and supplemental sources) to evaluate the competitiveness of roles across the organization; maintain a living benchmark library

• Support the annual merit and focal review cycle — including salary budget modeling, compa -ratio analysis, range penetration reporting, and manager and HR partner guidance materials

• Perform pay equity analys e s and internal equity assessments; identify compression, inversion, and outlier situations; model remediation options with cost implications

• Build and maintain job architecture tools — including job families, career levels, and titling frameworks — that provide a consistent foundation for compensation decisions

• Support compensation harmonization initiatives and ongoing incentive plan modeling as needed, including target cash analysis, quota attainment distribution, and payout projections

• Develop compensation-related presentations, data summaries, and executive-facing reports for leadership

• Partner with Broker evaluating financial models for health and welfare benefit programs, including cost-per-employee analysis, trend projections, employer/employee cost share modeling, and plan design scenario analysis

• Analyze claims data and utilization reports for self-insured medical plans; identify cost drivers, high-cost claimant trends, and program effectiveness metrics; partner with the Benefits Manager and TPA on data interpretation

• Support the annual benefits renewal and open enrollment process with data analysis, cost modeling, contribution strategy modeling, and employee communication content

• Conduct benefits benchmarking against industry and peer group data to assess the competitiveness of Astound's program design, contribution levels, and plan options

• Build and maintain a benefits compliance calendar and tracking tool; support preparation of required filings, disclosures, and plan documentation (Form 5500, SPDs, SARs, ACA reporting, ERISA-required notices)

• Develop benefits-related dashboards and reports for leadership, including enrollment trends, coverage elections, dependent audit results, and vendor performance metrics

• Support RFP processes, vendor evaluations, and carrier negotiations with analytical frameworks and comparative data

• Serve as the Total Rewards function's primary data steward — building, maintaining , and auditing compensation and benefits data within the HRIS and related systems

• Design and produce recurring Total Rewards dashboards and ad hoc analyses for the Director, VP, CHRO, and Finance as requested

• Build data models and analytical tools (i.e., Excel and other tools) that allow Total Rewards leadership to run scenario analyses, cost projections, and program assessments .

• Partner with HR technology and Payroll teams to ensure data integrity across compensation and benefits systems; flag discrepancies and lead resolution

• Support due diligence and integration planning for compensation and benefits analysis, including structure harmonization, benefits plan comparison, and total rewards cost modeling

• Participate in cross-functional HR projects requiring compensation or benefits analytical support, including HR technology implementations, workforce planning initiatives, and organizational design work

• Stay current on regulatory and market developments affecting compensation and benefits; proactively surface relevant changes to Total Rewards leadership

• Other duties as assigned

What You Bring to the Table:

• 4–6 years of progressive experience in Total Rewards, compensation, and/or benefits analytics

• Demonstrated experience building salary structures, conducting market benchmarking, and analyzing benefits plan data in an employer-side HR environment

• Experience supporting a merit cycle, pay equity review, or compensation structure redesign from an analytical standpoint

• Experience with HRIS platforms (Workday, SAP, UKG, or equivalent)

• Workday experience strongly preferred

• Advanced Excel proficiency

• Knowledge with HRIS platforms and ability to extract, manipulate, and reconcile compensation and benefits data

• Familiarity with compensation survey tools and platforms (Croner, Mercer, Radford/Aon, WTW, SHRM) and the ability to conduct job matching and extract benchmarking data independently

• Familiarity with benefits administration platforms and TPA reporting tools a plus

• Working knowledge of compensation fundamentals: salary structure design, grade and range methodology , merit matrix construction, pay equity analysis, and incentive plan mechanics

• Working knowledge of health and welfare benefits: self-insured vs. fully insured plan structures, stop-loss, claims analysis, ACA compliance, ERISA filings, and open enrollment administration

• Ability to translate complex data into clear, actionable insights for non-technical audience]]>