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Job DescriptionAbout the Role:
The HR Compensation Senior Analyst is responsible for supporting the Total Rewards Market Insights team on compensation surveys, salary benchmarking, and structure modelling for Takeda’s global regions. The role additionally develops and supports compensation analytics in our digital tools and supports global pay equity analytics.
Primary Responsibilities:
Compensation Benchmarking and Survey Participation
- Utilizing MarketPay and vendor submission tools, responsible for survey data submission, data aggregation, validation queries and analysis.
- Provides annual survey and ad hoc job benchmarking.
- Models annual country compensation salary structures as assigned.
- Provides input to analysis and metrics for use in presentations with respect to market data and employee compensation analysis, data trends, and other ad hoc market data analysis/requests
- Participates in spot surveys, salary surveys, data audits, file uploads
- Provides H1B/prevailing wage request support
Digital Compensation Tools, Analytics, and Governance
- Supports MarketPay with data load files and audits using digital tools (e.g. using excel macros, dot net tools or other internal digital resources)
- Supports Workday operations, Annual Compensation Planning operations and other digital tools as related to analytics, governance and ad hoc compensation requests
- Supports, tests, validates compensation analytics in Visier to drive new insights; examines data accuracy, troubleshooting issues, between Visier, Workday and MarketPay integrations as needed
- In partnership with HR Technology and Compensation Operations, evaluates new and existing Workday compensation plans and rules, assessing opportunities to streamline and support job architecture principles
Pay Equity Support
- Supports Takeda’s Global Pay Equity program in partnership with the Pay Equity team by performing ETL (Extract, Transform, Load) using R-code
- Supports/troubleshoots R code and data cleaning as needed during the pay analytics cycle. Prepares pay equity analytics for presentations of results to HR and business.
Skills and Qualifications:
- University degree is preferred with at least 3 years of relevant experience or equivalent
- Prior compensation survey and benchmarking experience required, with experience in MarketPay or similar tool preferred
- Expert user of Excel is required; employs data mining techniques to extract valuable insights from large datasets
- Working knowledge of programming languages like VBA, R programming or Python is required
- Prior experience with analytics, reporting and/or dashboards in Workday, Vizer or similar systems and tools is required
- Executes complex compensation analyses independently
- Analyzes and audits data meticulously to inform compensation decisions; maintains high attention to detail in all tasks, advising others on precision.
- Supports and delivers analytics for use in presentations; ability to simplify complex datasets and concepts into understandable information
LocationsEstado de México, MéxicoWorker TypeEmployeeWorker Sub-TypeRegularTime TypeFull time
Skills Required
- University degree
- At least 3 years of relevant experience or equivalent
- Prior compensation survey and benchmarking experience
- Experience with MarketPay or a similar tool
- Expert-level Microsoft Excel skills
- Working knowledge of VBA, R, or Python
- Experience with analytics, reporting, or dashboards in Workday, Visier, or similar systems
Takeda Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Takeda and has not been reviewed or approved by Takeda.
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Retirement Support — Employer-funded retirement is described as notably strong, combining a dollar-for-dollar 401(k) match with an additional company contribution that scales with age and service. Access to an employee stock purchase plan further supports long-term wealth building.
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Parental & Family Support — Paid bonding leave for all parents, substantial adoption/surrogacy reimbursement, and robust caregiver resources (backup care and Maven family-forming support) are emphasized as core strengths. These offerings create a comprehensive safety net for a range of family situations.
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Healthcare Strength — Multiple medical plan options (nationwide PPO/HSA and regional HMOs), employer HSA funding, and integrated mental-health and well-being programs signal depth in coverage. Preventive care is covered in-network, and plan choices by state expand access.
Takeda Insights
What We Do
For over 240 years, Takeda’s propensity to evolve has driven the next generation of innovation, and as a future-focused organization, we’re continuing to drive forward with endurance in our steadfast pursuit to achieve the best outcomes for our patients in a rapidly changing world. We have been preparing for this period of value creation by investing in data, digital and technology, and we’re proud of our employees and their commitment to turning groundbreaking ideas into life-changing impacts. Since our founding in Japan, integrity and putting patients first have been at the heart of our identity, and we will emerge ready for our future as one of the most trusted and science-driven digital biopharmaceutical companies. Join a team where your innovation impacts lives. Together, we’ll realize improved outcomes by improving data quality, enhancing launch execution and improving the patient journey. You’ll play a critical role in accelerating data collection and increasing accuracy across all parts of the business. Patients across the globe will benefit from access to treatments afforded by greater opportunities and efficiency in our research and development.
Why Work With Us
We connect to our history and Japanese heritage through everything we do to bring our purpose, values, vision, and imperatives to life. We are committed to bringing better health and a brighter future to patients. Being a part of Takeda means having the opportunity to be a part of something bigger than yourself.
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