WHO WE ARE
Zeta Global (NYSE: ZETA) is the AI-Powered Marketing Cloud that leverages advanced artificial intelligence (AI) and trillions of consumer signals to make it easier for marketers to acquire, grow, and retain customers more efficiently. Through the Zeta Marketing Platform (ZMP), our vision is to make sophisticated marketing simple by unifying identity, intelligence, and omnichannel activation into a single platform – powered by one of the industry’s largest proprietary databases and AI. Our enterprise customers across multiple verticals are empowered to personalize experiences with consumers at an individual level across every channel, delivering better results for marketing programs. Zeta was founded in 2007 by David A. Steinberg and John Sculley and is headquartered in New York City with offices around the world. To learn more, go to www.zetaglobal.com.
The RoleThe Compensation Analyst supports the design, governance, and continuous improvement of the company’s compensation programs to attract, retain, and motivate talent in alignment with business strategy. Reporting to the VP, Global Total Rewards, this role plays a key part in advancing consistency, equity, and scalability by leveraging the company’s job architecture and leveling framework across global compensation practices. The role partners closely with HR Business Partners, Talent Acquisition, Finance, Sales Operations, and business leadership to deliver market competitive, compliant, and employee focused compensation solutions in a public company environment.
Responsibilities- Understand, apply, iterate, and actively reinforce the company’s Job Architecture and leveling framework to ensure consistency and clarity across roles globally.
- Support the design and evolution of compensation programs by leveraging the framework to drive simplification, standardization, and internal equity.
- Partner with HR Business Partners and Talent Acquisition to ensure roles are appropriately leveled and aligned to organizational strategy.
- Conduct thorough job evaluations and market pricing using Aon Radford as the primary survey source, along with other providers (e.g., Mercer, WTW, Culpepper).
- Deliver strategic guidance to HR Business Partners, Talent Acquisition, and business leaders to maintain market competitiveness while reinforcing internal equity.
- Support pricing for new roles, promotions, reorganizations, and structural changes.
- Partner with Finance and Sales Operations to support the design, operation, and governance of commission and incentive compensation plans.
- Assist with plan modeling, cost analysis, and scenario testing to ensure pay‑for‑performance alignment and financial sustainability.
- Review commission structures to ensure consistency with job levels, pay mix, and compensation philosophy.
- Support execution of annual compensation processes, including merit increases and incentive programs, ensuring accuracy, consistency, and alignment with organizational goals.
- Analyze outcomes for equity, compression, and competitiveness, and support leadership review discussions.
- Serve as a key point of contact for HR teams across regions, providing day‑to‑day guidance on compensation inquiries and ensuring consistent application of policies and practices.
- Provide subject‑matter‑expert guidance to HR Business Partners, Talent Acquisition, managers, and employees to support informed decision‑
- Regularly audit compensation data in Workday HCM to ensure accuracy; investigate and resolve discrepancies.
- Maintain documentation, controls, and audit‑ready records appropriate for a public company environment.
- Contribute to ad‑hoc analyses and strategic compensation initiatives that support business needs and enhance program effectiveness.
- Develop compensation reporting and analytics to provide clear, actionable insights for HR, Finance, and leadership.
- Support continuous improvement of compensation processes, tools, and governance.
- 3–6+ years of experience in compensation or total rewards
- Hands‑on experience with market pricing and survey data, including Aon Radford
- Experience supporting sales incentive or commission plans
- Strong analytical and Excel skills (modeling, pivot tables, lookups)
- Working knowledge of job architecture, leveling frameworks, and salary banding
- High attention to detail, discretion, and sound judgment in handling confidential information
- Experience in a public company, SaaS, or high‑growth environment
- Familiarity with additional survey providers (Mercer, WTW, Culpepper)
- Experience with HRIS and compensation tools (e.g., Workday, Anaplan, PayScale)
- Exposure to global compensation practices and pay transparency requirements
- Strong communication skills and ability to influence across functions and levels
BENEFITS & PERKS
- Unlimited PTO
- Excellent medical, dental, and vision coverage
- Employee Equity
- Employee Discounts, Virtual Wellness Classes, and Pet Insurance and more!!
SALARY RANGE
The salary range for this role is $120,000 - $130,000, depending on location and experience.
PEOPLE & CULTURE AT ZETA
Zeta considers applicants for employment without regard to, and does not discriminate on the basis of an individual’s sex, race, color, religion, age, disability, status as a veteran, or national or ethnic origin; nor does Zeta discriminate on the basis of sexual orientation, gender identity or expression.
We’re committed to building a workplace culture of trust and belonging, so everyone feels invited to bring their whole selves to work. We provide a forum for employees to celebrate, support and advocate for one another. Learn more about our commitment to diversity, equity and inclusion here: https://zetaglobal.com/blog/a-look-into-zetas-ergs/
ZETA IN THE NEWS!
https://zetaglobal.com/press/?cat=press-releases
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Skills Required
- 3-6+ years of experience in compensation or total rewards
- Hands-on experience with market pricing and survey data, including Aon Radford
- Experience supporting sales incentive or commission plans
- Strong analytical and Excel skills (modeling, pivot tables, lookups)
- Working knowledge of job architecture, leveling frameworks, and salary banding
- High attention to detail, discretion, and sound judgment in handling confidential information
- Experience in a public company, SaaS, or high-growth environment
- Familiarity with additional survey providers (Mercer, WTW, Culpepper)
- Experience with HRIS and compensation tools (e.g., Workday, Anaplan, PayScale)
- Exposure to global compensation practices and pay transparency requirements
- Strong communication skills and ability to influence across functions and levels
What the Team is Saying
Zeta Global Compensation & Benefits Highlights
How does Zeta Global ensure its pay and bonus plans are competitive?
Zeta Global supports competitive compensation through a mix of base pay, equity, performance incentives, financial benefits and employee feedback-informed rewards. The company’s total rewards approach connects compensation with ownership, financial planning and benefits that support employees’ broader well-being.
- Competitive pay and incentives: Zeta lists competitive pay, equity, performance bonuses and an employee stock purchase plan as part of its compensation and total rewards offerings. Employees also describe compensation as a strength. A software engineer said Zeta offers “good compensation,” “best appraisals and pay raise” and a “supportive work environment,” while a director cited “compensation” as one of the strengths of the company.
- Equity and ownership: Zeta offers company equity and an employee stock purchase plan, giving employees ways to participate in the company’s growth. Its broader financial benefits also include a 401(k) with company match, monthly financial workshops, commuter benefits and insurance coverage, reinforcing compensation as part of a larger financial wellness package.
- Performance-oriented rewards: Employee reviews describe Zeta’s compensation as tied to performance and growth. One employee said, “Zeta pays well,” while another said compensation is “within industry range and revised every year.” A finance analyst cited “great incentives,” and a director described Zeta as a place to “shape your career” with room to move up. (Comparably; Glassdoor reviews; Indeed reviews)
- Benefits that strengthen total rewards: Zeta’s rewards package extends beyond pay through health, dental and vision insurance, mental health benefits, pet insurance, flexible time off, parental leave, adoption assistance, fertility and family-building support, travel assistance for reproductive health procedures, volunteer days and wellness resources. The company also says it uses wellness surveys and employee feedback to shape benefits updates, including expanded parental leave and adoption assistance.
- External signals:
- Compensation sentiment: Employees on external review sites describe Zeta’s compensation as “good,” “great” and competitive, with reviews citing pay raises, incentives, benefits and performance-based earning potential. (Glassdoor reviews; Indeed reviews; Comparably)
- Benefits signals: External profile data lists company equity, performance bonuses, an employee stock purchase plan and a home-office stipend for remote employees.
- Financial wellness: Zeta’s benefits include 401(k) matching, financial workshops, insurance coverage and employee stock purchase participation.
Bottom line: Zeta Global’s compensation approach combines competitive pay, performance incentives, equity, stock purchase access and broad benefits, giving employees both near-term rewards and longer-term financial participation in the company’s growth.
Zeta Global Insights
What We Do
Zeta Global (NYSE: ZETA) is the AI Marketing Cloud that leverages advanced artificial intelligence (AI) and trillions of consumer signals to make it easier for marketers to acquire, grow, and retain customers more efficiently. Through the Zeta Marketing Platform (ZMP), our vision is to make sophisticated marketing simple by unifying identity, intelligence, and omnichannel activation into a single platform – powered by one of the industry’s largest proprietary databases and AI. Our enterprise customers across multiple verticals are empowered to personalize experiences with consumers at an individual level across every channel, delivering better results for marketing programs. Zeta was founded in 2007 by David A. Steinberg and John Sculley and is headquartered in New York City with offices around the world.
Why Work With Us
At Zeta, people have the freedom to think creatively, take initiative, and grow. We value curiosity, innovation, and teamwork, empowering everyone to use AI and technology in smarter ways to drive impact for clients, consumers, and each other while shaping the future together.
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Zeta Global Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
