Compensation Analyst

Arthur J. Gallagher · The Woodlands

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CB&I delivers integrated storage and asset‑management solutions that help customers operate safely, reliably, and efficiently across the lifecycle of their facilities. Through our two global business units - Storage Solutions, the world leader in tanks, terminals, and storage systems, and Asset Solutions, a leading provider of operations, management, wells and decommissioning services - we combine technical excellence with execution capability to extend asset life, optimize performance, and maximize value.

The Compensation Analyst supports the design, implementation, and administration of compensation programs to ensure they are competitive, equitable, and aligned with CB&I’s business strategy. This role analyzes market data, maintains salary structures, and partners with HR and business leaders to provide insights and recommendations on pay decision.

• Conduct market pricing and benchmarking using external survey data to ensure competitive pay practices
• Analyze internal compensation data to identify trends, pay equity considerations, and salary structure alignment
• Support the development, implementation, and administration of base pay, incentive, and bonus programs
• Partner with HR Business Partners and managers on compensation-related decisions, including offers, promotions, and job leveling
• Participate in annual compensation processes (salary review, bonus payouts, merit planning)
• Prepare reports, dashboards, and presentations for leadership on compensation insights and workforce trends
• Operate effectively in a fast-paced environment, managing multiple priorities while maintaining a high degree of accuracy and attention to detail
• Ensure compliance with all applicable regulations, including pay transparency and equity requirements
• Assist in compensation-related audits and data validation activities
• Continuously evaluate compensation programs and recommend improvements to enhance effectiveness and competitiveness
• Perform other miscellaneous projects and duties as needed.

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field
• 1–5 years of experience in compensation analysis or total rewards
• Experience with HRIS systems (e.g., PeopleSoft, SAP SuccessFactors, Oracle)
• Exposure to compensation planning tools
• Knowledge of pay equity and pay transparency regulations
• Experience in the EPC industry desired

• Strong analytical and quantitative skills with ability to interpret complex data
• Experience with market pricing tools and compensation surveys (e.g., Mercer, Radford, Willis Towers Watson)
• Advanced proficiency in Excel (pivot tables, lookups, data modeling)
• Knowledge of compensation principles, job evaluation methodologies, and salary structures
• Strong attention to detail and data accuracy
• Proactively embraces and promotes the company’s values and culture, including diversity & inclusion and a healthy and safe work environment
• Effective communication skills and ability to present insights clearly

• Conduct market pricing and benchmarking using external survey data to ensure competitive pay practices
• Analyze internal compensation data to identify trends, pay equity considerations, and salary structure alignment
• Support the development, implementation, and administration of base pay, incentive, and bonus programs
• Partner with HR Business Partners and managers on compensation-related decisions, including offers, promotions, and job leveling
• Participate in annual compensation processes (salary review, bonus payouts, merit planning)
• Prepare reports, dashboards, and presentations for leadership on compensation insights and workforce trends
• Operate effectively in a fast-paced environment, managing multiple priorities while maintaining a high degree of accuracy and attention to detail
• Ensure compliance with all applicable regulations, including pay transparency and equity requirements
• Assist in compensation-related audits and data validation activities
• Continuously evaluate compensation programs and recommend improvements to enhance effectiveness and competitiveness
• Perform other miscellaneous projects and duties as needed.

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field
• 1–5 years of experience in compensation analysis or total rewards
• Experience with HRIS systems (e.g., PeopleSoft, SAP SuccessFactors, Oracle)
• Exposure to compensation planning tools
• Knowledge of pay equity and pay transparency regulations
• Experience in the EPC industry desired

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