Sr. Analyst Compensation

Job Description

Who We Are 
Creative Artists Agency (CAA) is the leading entertainment and sports agency, with global expertise in filmed and live entertainment, digital media, publishing, sponsorship sales and endorsements, media finance, consumer investing, fashion, trademark licensing, and philanthropy. Distinguished by its culture of collaboration and exceptional client service, CAA’s diverse workforce identifies, innovates, and amplifies opportunities for the people and organizations that shape culture and inspire the world. The trailblazer of the agency business, CAA was the first to build a sports business, create an investment bank, launch a venture fund, found technology start-up companies, establish a philanthropic arm, build a business in China, and form a brand marketing services division, among other innovations. Named Most Valuable Sports Agency by Forbes for eight consecutive years, CAA represents more than 2,000 of the world’s top athletes in football, baseball, basketball, hockey, soccer, in addition to coaches, on-air broadcasters, and sports personalities and works in the areas of broadcast rights, corporate marketing initiatives, social impact, and sports properties for sales and sponsorship opportunities. Founded in 1975, CAA is headquartered in Los Angeles, and has offices in New York, Nashville, Memphis, Chicago, Miami, London, Munich, Geneva, Stockholm, Shanghai, and Beijing, among other locations globally.

The Role

This position plays a key role in shaping how the organization pays its people. This role is responsible for developing, analyzing, and managing compensation programs – base pay, incentives, and total rewards – that keep the organization’s talent motivated and retained. Working closely with HR leadership and business unit stakeholders, this role helps ensure pay structures stay internally equitable, competitive, and compliant with evolving regulatory requirements.

Responsibilities:

Job Architecture & Leveling:

• Support the management of the organization's job leveling framework, job families, grades, and career ladders, keeping them consistent as roles and departments evolve

• Audit job structure and pay ranges for assigned clients periodically to catch drift — roles that have grown beyond their assigned level or grade — and recommend corrections

• Draft new job descriptions and partner with HRBPs and recruiting to maintain the job description library

• Evaluate new and existing roles to determine appropriate FLSA status (exempt vs. non-exempt), along with classification and level

Compensation Systems and Processes

• Lead the day to day administration of job and salary structures in Workday, including maintaining accurate job profiles, job codes, pay ranges, etc.

• Lead the day to day administration of the Salary.com pay benchmarking system to ensure accuracy of data exchange between Workday and Salary.com and conduct periodic audits to ensure salary structures, employee job codes, and other exchanged data elements are accurate and up to date in both systems. Lead troubleshooting analysis, testing,  and remediation by partnering with HRIS and the vendor’s account executives to document and resolve issues.

• Lead feasibility assessments and conduct testing of new tools and software to improve efficiency of compensation operations and processes, and partner with HRIS to test, implement, and train users on new software and systems as needed.

• Own the documentation of compensation policies and processes to ensure pay and incentive programs are administered consistently.

Client Support:

• Support assigned clients by providing analysis and recommendations in response to requests for support with job evaluation, architecture, incentive design, and pay benchmarking to support workforce planning

• Participate in various industry compensation surveys — submitting and refreshing data to providers and using the results to inform pricing and structure decision

• Benchmark and price new roles, promotions, and reclassifications against market data to ensure pay recommendations are accurate and defensible

• Track and document job changes over time, maintaining records that support compensation KPIs and reporting on job structure health

Reporting & Analytics:

• Conduct data and trend analysis to support ad hoc compensation department strategic initiatives as needed and prepare compensation analyses, planning worksheets, and other supporting materials for year-end salary and bonus planning decision making

• Support the development of compensation dashboards and data analytics to assess the competitiveness of pay programs and monitor trends to assess the effectiveness of compensation programs

Compliance:

• Monitor emerging compensation-related legislation and translate it into practical guidance for HR and business leaders

• Support periodic audits and documentation processes to ensure compliance with wage and hour, FLSA, and pay equity requirements

• Partner with Legal to interpret new and pending compensation regulations, assessing how they apply to current pay practices and recommend changes as necessary

Required Qualifications

• Bachelor’s degree required

• 4+ years of experience in compensation

• Experience in Workday Comp or other HR Comp systems preferred

• Strong Excel and data analysis skills

Location 
This role is hybrid, out of our Los Angeles office.  

  

Compensation 
The annual base salary for this position is in the range of $116,000 - $125,000 in Los Angeles. This position is also eligible for benefits and a discretionary bonus. Ultimately, the salary may vary based upon, but not limited to, relevant experience, time in the role, business sector, and geographic location, among other criteria. Please talk with a CAA Recruiter to learn more.

Creative Artists Agency, LLC (the “Company”) is committed to a policy of Equal Employment Opportunity and will not discriminate on the basis of race (inclusive of traits historically associated with race, including hair texture and protective hairstyles), color, religion, creed, gender or sex (including pregnancy, childbirth, breastfeeding or related medical conditions), national origin, ancestry, age, physical disability, mental disability, medical condition, genetic information, family and medical care leave status, military or veteran status, marital status, family status, sexual orientation, gender identity, gender expression, political affiliation, an employee’s or their dependent’s reproductive health decision making (e.g., the decision to use or access a particular drug, device or medical service), or any other characteristic protected by applicable law.

The absence of a permanent address is not a bar to employment. The Company does not discriminate against individuals based on housing status, including the absence of a fixed address.The Company also complies with the Americans with Disabilities Act and applicable state and local laws with regard to providing reasonable accommodation for qualified individuals with disabilities.

CAA does not accept unsolicited resumes from third-party recruiters unless they were contractually engaged by CAA to provide candidates for a specified opening. Any such employment agency, person or entity that submits an unsolicited resume does so with the acknowledgement and agreement that CAA will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.