Senior Global Compensation Analyst

Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you. 

The Senior Compensation Analyst is a subject matter expert and trusted advisor in compensation principles, company policy, and labor market compensation trends.  This role leads complex compensation analyses and provides collaborative, strategic consultation to HR Business Partners to support competitive, equitable, and compliant pay practices. This position has a blended scope, with approximately 30–40% focus on global compensation, including support for international employees, country-specific pay practices, and cross-border compensation considerations. The ideal candidate brings both strong U.S. compensation expertise and demonstrated experience navigating international compensation environments. They will be highly curious and analytical, comfortable with ambiguity and craves finding creative ways to solve problems. 

• Applies in-depth understanding of compensation principles and labor market compensation trends in conjunction with company policies to support the administration of employee compensation programs.  
• Serves as a trusted advisor to HR Business Partner and Talent Acquisition teams providing expert guidance on job evaluation, leveling, titling, offers, and complex pay decisions across U.S. and international populations. 
• Leads global compensation expansion efforts, including new country hiring, job mapping, and establishing equitable and scalable compensation approaches. 
• Partner with HR, Legal, and external vendors to navigate and recommend country-specific compensation practices, regulatory considerations, and compliance requirements. 
• Conducts complex quantitative analyses and produces easy to understand findings to provide compensation recommendations to senior management. 
• Leads the planning and execution of large-scale compensation programs including modeling, governance, stakeholder communication, and issue resolution.  
• Ensures job benchmarking remains accurate, consistent and aligned with job architecture and compensation philosophy.  
• Contributes to the design or evolution of compensation structures, job architecture, or pay guidelines. 
• Applies knowledge of country, federal, state, and local compensation laws and regulations to ensure company compliance with U.S. and international compensation laws. 
• Stays current on the latest compensation trends, best practices, methods and technology. 
   

Required 

• 4 years of experience in compensation, or related area with at least 2 years in global compensation. 
• Bachelor’s degree, or an additional two years of relevant training/experience in lieu of this degree. 
• Expert knowledge of compensation practices. 
• Familiarity with global compensation concepts such as expatriate agreements, local market pay positioning vs home country pay, creating compliant job evaluation processes, and competitive country specific pay mix. 
• Advanced Excel and data analysis skills; ability to model scenarios and translate complex data into clear, executive ready insights. 
• High integrity and ability to handle sensitive confidential information. 
• Ability to influence and communicate effectively while balancing the big picture with detail. 
• Highly collaborative style and strong team orientation. 
• Attention to detail and commitment to excellence. 
• Strong interest in process development and continuous improvement. 
• High school diploma or equivalent. 
• Minimum age of 18. 
• Must be authorized to work in the U.S. 

Preferred 

• Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) certification. 
• Experience supporting global expansion, new country hiring, or multi-country benchmarking. 
• Global Remuneration Professional (GRP) certification. 
• Project management and client-facing experience. 

Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.

Honolulu, HI:

$90,750.00 - $136,150.00

Seattle, WA: 

$99,850.00 - $149,800.00

Pay will be based on multiple factors, including and not limited to location, relevant experience/level and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.

Note: We don’t typically hire at the top of the range.

Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.

• Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
• Comprehensive well-being programs including medical, dental and vision benefits
• Generous 401k match program
• Annual bonus plans
• Generous holiday and paid time off
   

For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.

Equal Employment Opportunity Policy Statement  

It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.   

We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.  

We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”).  All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.   

To implement this policy, we will: 

(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories; 
(2) Ensure that employment decisions are based only on valid job requirements; and 
(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories. 

Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions  of VEVRAA. 

Government Contractor & Department of Transportation (DOT) Regulations 
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.