Compensation Analytics & Technology Coordinator

The SouthState story is one of steady growth, deep community roots, and an unwavering commitment to helping our customers move forward. Since our beginnings in the 1930s to becoming a trusted financial partner across the South and beyond - we are known for combining personal relationships with forward-thinking solutions.

We are committed to helping our team members find their success while maintaining the integrity of our values: building trust, fostering lasting relationships and pursuing excellence. At SouthState, individual contributions are recognized, potential is cultivated and team members are inspired to achieve their greater purpose. Your future begins here!

Summary

The Compensation Analytics & Technology Coordinator supports the Compensation Office by advancing data, analytics, technology, and process automation capabilities.

This role connects Compensation, Human Resources, Technology, and business leaders to ensure compensation programs are supported by accurate data, scalable tools, efficient processes, and actionable insights. By helping modernize compensation administration through automation, dashboards, system integration, and AI-enabled decision support, this position strengthens governance and supports workforce planning, talent attraction, and retention.

Duties & Responsibilities

• Develop, maintain, and enhance compensation dashboards, KPIs, executive reporting, and analytical tools to support compensation planning, workforce planning, labor cost analysis, salary movement, incentive effectiveness, pay equity, pay compression, and internal alignment reviews.
• Support compensation technology and systems by partnering with HRIS, Technology, vendors, and Compensation team members to optimize Workday functionality, improve system capabilities, support data integrations, and develop scalable self-service reporting tools.
• Design and improve technology-enabled processes for incentive administration, including eligibility tracking, goal administration, participant management, payout validation, automated reporting, controls, and audit-supporting documentation.
• Identify, evaluate, and support practical applications of AI, automation, and emerging technology to improve compensation decision-making, salary recommendations, market pricing, job evaluation, incentive analysis, and overall process efficiency.
• Establish and maintain compensation data governance practices, data quality controls, workflow documentation, and reporting standards to strengthen accuracy, transparency, auditability, and consistency across compensation and incentive processes.
• Support compensation strategy and future-state process design by contributing analytics and technology expertise to job architecture, salary structure, market pricing, compensation roadmaps, project implementations, and strategic workforce planning initiatives.
• It is the responsibility of this role to take ownership of all tasks and challenges that they encounter in the operation of their assigned position.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

Qualifications

Education Requirements

• Bachelor’s degree in Human Resources, Finance, Business Administration, Economics, Statistics, Data Analytics, Information Systems, or related field required.
• Equivalent combination of education and directly related experience may be considered.

Minimum Experience

• Three or more years of related experience in compensation, HR analytics, workforce analytics, HR technology, data reporting, or business analytics preferred.
• Experience supporting compensation planning, salary administration, incentive compensation, market pricing, reporting, dashboards, or process automation preferred.
• Experience working with HRIS, Workday, business intelligence tools, data management processes, or cross-functional project support preferred.

Licenses & Certifications

• No specific license or certification required, however, CCP or PMP preferred.
• Compensation, HR analytics, Workday, data analytics, Power BI, Tableau, or related certification preferred.

Additional Physical Demands

• None beyond the physical demands listed below.

Knowledge, Skills, & Abilities

• Knowledge of compensation concepts, including salary administration, market pricing, incentive compensation, pay equity, pay compression, and internal alignment.
• Strong analytical skills with the ability to interpret data, identify trends, validate results, and translate findings into clear, actionable insights.
• Proficiency with Microsoft Excel and experience using reporting, dashboard, or business intelligence tools such as Power BI, Tableau, or similar platforms.
• Working knowledge of HRIS systems, compensation technology, data integrations, workflow documentation, and data quality practices; Workday experience preferred.
• Ability to support process automation, system enhancements, reporting improvements, and technology-enabled solutions that improve efficiency and governance.
• Familiarity with artificial intelligence, predictive analytics, machine learning concepts, or emerging technology applications that support compensation and workforce analytics preferred.
• Strong attention to detail, organizational skills, project coordination skills, and ability to manage multiple priorities while meeting deadlines.
• Ability to communicate technical information clearly to non-technical audiences and partner effectively with Compensation, Human Resources, Finance, Technology, vendors, and business leaders.
• Sound judgment, discretion, and ability to handle confidential compensation, employee, and business information appropriately. 

Physical Demands and Work Environment

Physical Demands

• Ability to communicate in person, on the phone, and through electronic channels

• Ability to use a computer on a frequent basis, including typing and sustained attention to a monitor
• Ability to sit, walk, and/or stand for extended periods of time

• Ability to bend and reach

Work Environment

• Office: If the position reports to a physical Company location, the setting will be a typical office environment.
• Remote or hybrid: For remote or hybrid positions, a secure and distraction-free setting is required, with a reliable internet connection (cable or fiber preferred, mobile hotspots not acceptable).  Hybrid positions will report to a physical Company location, as directed by the manager, and that setting will be a typical office environment.

Benefits | SouthState Careers

Equal Opportunity Employer, including disabled/veterans.