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Compensation Analyst

Overview

Why join?

 

By joining AAA Life, you will have the opportunity to strengthen the name and reputation of the brand that millions have come to rely upon for financial piece of mind. We are company dedicated to our members and our employees! We value the unique attributes and contributions of our associates to foster an inclusive, collaborative and innovative workplace where all employees are engaged and feel they belong. Delivering our company’s promise to members is what drives each of our associates every day.

We offer a dynamic work environment, excellent benefits, and competitive compensation, that will allow you will exercise your potential to innovate, finding ways to increase efficiency and improve our business processes!

 

How will you contribute?

 

We are looking for a Compensation Analyst who will play a key role in crafting compensation strategies that support the attraction, retention, and engagement of top talent in a highly regulated and competitive market. You will lead market analyses, job evaluations, and compensation planning efforts to ensure internal equity and market competitiveness across both corporate and customer-facing roles. Your expertise will support business units such as underwriting, claims, actuarial, and sales.

Responsibilities

How will you contribute?

  • Conduct compensation benchmarking and market pricing using industry-relevant surveys and data sources (e.g., Willis Towers Watson, Mercer, Payscale, etc.).
  • Analyze and evaluate roles specific to our field, including underwriters, actuaries, claims professionals, and sales agents.
  • Partner with HRBPs and business leaders to develop compensation packages for roles across underwriting, actuarial, finance, IT, and customer service.
  • Support annual compensation planning cycles including merit, bonus, and long-term incentive programs.
  • Ensure compensation programs remain aligned with industry regulations and compensation disclosure requirements (e.g., pay equity, FLSA, DOL).
  • Monitor trends in the insurance labor market to anticipate shifts in pay competitiveness.
  • Conduct internal equity reviews and pay equity audits with an eye on compliance and fairness.
  • Develop compensation reports, tools, and dashboards for executive leadership and HR partners.
  • Serve as a compensation consultant to leadership, providing data-driven mentorship on job offers, promotions, and reorganizations.
  • Participate in or lead compensation-related projects such as incentive redesign or total rewards program assessments.
  • Product owner for sales compensation and commissions programs.

Qualifications

What do you offer?

  • Bachelor’s degree in human resources, Business Administration, Finance, or a related field; or proven experience.
  • 4-7 years of progressive compensation experience, preferably within the insurance, financial services, or a similarly regulated industry.
  • Familiarity with roles and pay structures common in insurance (e.g., actuarial, claims, underwriting, agent/sales).
  • Strong analytical and quantitative skills; advanced Excel required.
  • Experience with HRIS/compensation systems such as Dayforce, Ceridian. Workday, SAP, Oracle, or SuccessFactors.
  • Experience with compensation survey participation and analysis.
  • Excellent communication, interpersonal, and consultative skills.

 

What can we offer?

  • Enjoy a hybrid work environment that promotes work-life balance.
  • Comprehensive medical, dental, and vision coverage starting from your first day.
  • Employer 401k match and employer contribution to a pension plan.
  • Generous PTO and paid parental leave to support your family needs.
  • Opportunities for associate engagement in various social programs and community involvement initiatives backed by the company.

Average salary estimate

$85000 / YEARLY (est.)
min
max
$75000K
$95000K

If an employer mentions a salary or salary range on their job, we display it as an "Employer Estimate". If a job has no salary data, Rise displays an estimate if available.

What You Should Know About Compensation Analyst, AAA Life Insurance Company

Join AAA Life as a Compensation Analyst and become a pivotal part of our mission to provide financial peace of mind to millions. At AAA Life, we take pride in our commitment to creating a supportive and inclusive work environment, ensuring our employees feel valued and engaged in their work. As a Compensation Analyst, you will play an instrumental role in developing compensation strategies designed to attract and retain top talent in a competitive market. Your expertise will involve conducting market analyses, job evaluations, and compensation planning that aligns with both corporate standards and customer-facing roles. You’ll partner with HR business partners and leaders across various departments, analyzing roles specific to underwriting, claims, actuarial, and sales to develop competitive compensation packages. With a mix of analytical prowess and interpersonal skills, you'll contribute to annual planning cycles, ensuring our programs meet industry regulations while maintaining internal equity. Your insights will drive compensation-related projects and provide essential support to executive leadership and HR teams. Don't miss this chance to innovate and make a significant impact at AAA Life in Livonia, where you can thrive in a collaborative culture with great benefits and opportunities for professional growth.

Frequently Asked Questions (FAQs) for Compensation Analyst Role at AAA Life Insurance Company
What responsibilities will a Compensation Analyst have at AAA Life?

As a Compensation Analyst at AAA Life, you will be tasked with conducting compensation benchmarking, analyzing job roles such as underwriters and actuaries, and developing competitive compensation packages. You'll also support annual compensation cycles, ensuring alignment with industry regulations, and monitor trends to keep our pay structure competitive in the insurance sector.

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What qualifications do I need to become a Compensation Analyst at AAA Life?

To be eligible for the Compensation Analyst position at AAA Life, you should possess a Bachelor’s degree in human resources, Business Administration, Finance, or a related field. Additionally, individuals with 4-7 years of progressive compensation experience, particularly in the insurance or financial services sector, will find this opportunity particularly appealing.

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How does the Compensation Analyst role support AAA Life’s business units?

The Compensation Analyst at AAA Life plays a critical role in supporting various business units such as underwriting, claims, actuarial, and sales. By analyzing compensation structures and market data, you ensure these units attract and retain top talent, which supports operational efficiency and business performance.

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What tools and systems should a Compensation Analyst be familiar with?

A successful Compensation Analyst at AAA Life should have experience with HRIS and compensation systems like Dayforce, Ceridian, Workday, SAP, or SuccessFactors, as well as advanced Excel skills for data analysis and reporting.

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What benefits can I expect as a Compensation Analyst at AAA Life?

Working as a Compensation Analyst at AAA Life comes with a dynamic environment and excellent benefits, including comprehensive medical, dental, and vision coverage, generous PTO, a 401k match, and opportunities for community engagement and professional development.

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Common Interview Questions for Compensation Analyst
Can you describe your experience with compensation benchmarking?

When answering, highlight specific compensation benchmarking projects you've led or participated in. Discuss the importance of data accuracy and how your analyses led to strategic decisions that improved pay competitiveness and retention of talent.

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How do you ensure fairness and equity in compensation?

Explain your methodology for conducting pay equity audits and how you analyze compensation data to identify discrepancies. Mention your approach to collaborating with HR and leadership to implement equitable compensation practices.

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What software tools do you find most useful in analyzing compensation data?

Discuss your proficiency with various HRIS and compensation systems, particularly any specific applications you've successfully utilized to analyze compensation data or develop reports. Highlight your advanced Excel skills, focusing on how they enhance your analytical capabilities.

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Can you give an example of a challenging compensation-related project you faced?

Share a specific challenge you've encountered in a compensation project, detailing how you approached it, what data you analyzed, and the outcome. Highlight your problem-solving skills and ability to manage cross-functional collaboration.

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How would you develop compensation packages for a new role?

Detail your process for gathering relevant market data, analyzing comparable roles in the industry, and consulting with business leaders to create competitive compensation packages that align with organizational goals.

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What steps do you take to stay updated on compensation trends?

Outline the resources and networks you rely on to keep current with compensation trends, including industry publications, professional organizations, or relevant surveys. Emphasize your proactive approach to continuous learning in the field.

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How do you communicate compensation strategies to non-HR staff?

Discuss your approach to breaking down complex compensation topics into easy-to-understand language. Emphasize your experience in providing supportive documentation and presentations to ensure clarity and alignment across the organization.

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What do you understand about the importance of data in compensation analysis?

Explain how data drives your compensation analysis, focusing on your ability to extract insights that inform strategic decisions. Discuss the balance between quantitative data and qualitative factors in setting compensation.

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Can you discuss your experience with annual compensation planning cycles?

Reflect on your involvement in annual compensation planning, explaining your role in data preparation, analysis, and collaborating with stakeholders to review and propose merit increases, bonus structures, and other incentives.

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How would you approach mentoring a junior team member in compensation analysis?

Describe your mentoring philosophy, focusing on personalized guidance, sharing resources, and encouraging hands-on learning. Include examples of how you've previously helped team members grow their skills and confidence.

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EMPLOYMENT TYPE
Full-time, hybrid
DATE POSTED
April 21, 2025

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