Senior Compensation Analyst (Temp)

Ro is a direct-to-patient healthcare company with a mission of helping patients achieve their health goals by delivering the easiest, most effective care possible. Ro is the only company to offer nationwide telehealth, labs, and pharmacy services. This is enabled by Ro's vertically integrated platform that helps patients achieve their goals through a convenient, end-to-end healthcare experience spanning from diagnosis, to delivery of medication, to ongoing care. Since 2017, Ro has helped millions of patients in nearly every single county in the United States, including 99% of primary care deserts. Ro is consistently recognized as a top workplace in Health Care, in New York, and for Women and Parents—earning more than 20 honors from Fortune, Great Place to Work, and PEOPLE since 2021. In 2025 alone, we ranked top 5 among medium workplaces in Health Care and New York, and top 50 nationwide. The Role: Ro is looking for a Senior Compensation Analyst to help operate and scale our Compensation function as the company continues to grow and mature. You’ll partner closely with the Director of Compensation and support the analysis, administration, and optimization of Ro’s compensation programs. This includes compensation cycles, offer support, equity tracking, market pricing, salary range maintenance, compensation audits, and ad hoc compensation questions from People Partners, Recruiting, Finance, Legal, leaders, and employees. You’ll also help modernize how we manage compensation data, tools, and workflows. As Ro continues to invest in AI-enabled and systems-driven ways of working, this role will help optimize our use of Pave and related People systems, reduce manual processes, improve governance, and build more scalable compensation infrastructure. This role is ideal for someone with strong compensation fundamentals, analytical rigor, sound judgment, and the ability to operate with ownership in a fast-paced, high-growth environment. This is a 6-month assignment with the potential to extend or convert to a full-time role, based on business needs. The target base salary for this position ranges from $97,300 to $125,000 (annualized). When determining compensation, we analyze and carefully consider several factors, including location, job-related knowledge, skills and experience. These considerations may cause your compensation to vary. Ro recognizes the power of in-person collaboration, while supporting the flexibility to work anywhere in the United States. For our Ro’ers in the tri-state (NY) area, you will join us at HQ on Tuesdays and Thursdays. For those outside of the tri-state area, you will be able to join in-person collaborations throughout the year (i.e., during team on-sites). At Ro, we believe that our diverse perspectives are our biggest strengths — and that embracing them will create real change in healthcare. As an equal opportunity employer, we provide equal opportunity in all aspects of employment, including recruiting, hiring, compensation, training and promotion, termination, and any other terms and conditions of employment without regard to race, ethnicity, color, religion, sex, sexual orientation, gender identity, gender expression, familial status, age, disability and/or any other legally protected classification protected by federal, state, or local law. Ro is committed to providing reasonable accommodations for qualified individuals with disabilities in our application and interview process. If you require a reasonable accommodation in the application or interview process, please contact us at [email protected]. See our California Privacy Policy here. What You’ll Do: Manage market data and survey participation by supporting annual market data refreshes, preparing salary survey submission files, performing job matching, and maintaining market data in tools such as Radford, Willis Towers Watson, Pave, and other relevant sources. Support job pricing and benchmarking for new and evolving roles by reviewing job scope, evaluating level and market alignment, benchmarking to existing or new roles, and helping create or refresh compensation ranges where needed. Provide compensation analysis and guidance to Recruiting, People Partners, and business leaders on new hire offers, internal equity, compensation adjustments, salary, equity, incentive changes, and related compensation questions. Support Ro’s bi-annual performance review cycles in partnership with the Ro’er Performance & Growth team, including tracking key deliverables, validating performance inputs, maintaining data integrity, and ensuring performance data is ready to inform downstream compensation decisions. Support compensation cycle execution in Pave across Ro’s employee populations, including data preparation, cycle configuration and testing, manager materials, reporting, post-cycle audits, and implementation tracking. Maintain compensation data integrity by regularly auditing job and compensation data, including title, level, salary, job code/comp band, range alignment, and other key fields across People systems. Support equity data accuracy and administration by partnering with equity administrators and cross-functional stakeholders on Carta data audits, employee equity data maintenance, new hire equity tracking, and equity-related reporting. Act as a day-to-day compensation resource by monitoring and responding to compensation-related questions through People Service Desk and other intake channels, escalating or partnering as needed on sensitive or complex items. Identify and implement process improvements across Compensation tools, resources, and workflows -- including internal People Team compensation guides, Pave compensation tool optimization, data validation, reporting, approval processes, and cross-functional workflows with Recruiting, People Operations, People Partners, Payroll, Finance, and Legal. Contribute to broader Total Rewards projects , including salary and equity administration, provider incentives, compensation policies, equity range reviews, benefits benchmarking, Total Rewards trends research, and other confidential or strategic initiatives. Develop and maintain compensation reporting and analysis using Google Sheets, Excel, Pave, HRIS data, and other reporting tools to support compensation decisions, audits, and business recommendations. What You’ll Bring to the Team: 3-5+ years of experience in compensation, total rewards, people analytics, finance, or a related field. Strong understanding of compensation principles, including market pricing, internal equity, pay ranges, job leveling, salary administration, equity administration support, and compensation cycle execution. Experience supporting compensation cycles, offer analysis, equity analysis, incentive programs, market data processes, survey submissions, job matching, and/or range development. Strong analytical skills, including advanced Excel/Google Sheets capability and comfort working with large, detailed datasets. Experience with compensation tools, HRIS platforms, and People systems; experience with Pave, Carta, Radford/Aon, WTW, or similar tools is a plus. Ability to translate data into clear insights, recommendations, and decision support for People, Recruiting, Finance, and business leaders. Strong judgment, discretion, and attention to detail, with the ability to manage multiple workstreams effectively in a fast-paced, evolving environment. Strong written and verbal communication skills, with the ability to explain compensation concepts clearly to both technical and non-technical audiences. A process-improvement mindset and interest in using systems, automation, and AI-enabled tools to make compensation work more scalable and effective. Experience in high-growth technology, healthcare, telehealth, or similarly complex environments is a plus. Experience supporting compensation across a mix of corporate, technical, clinical, and patient care populations is a plus. Experience with private and/or public company equity programs, equity administration tools, or equity-related employee data is a plus. We’ve Got You Covered: Medical insurance (on your 90th day of employment) + OneMedical membership 401(k) with company match Pet insurance Virtual resources for mindfulness and fitness

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      "text": "What You’ll Do: ",
      "content": "\n<li><strong>Manage market data and survey participation </strong>by supporting annual market data refreshes, preparing salary survey submission files, performing job matching, and maintaining market data in tools such as Radford, Willis Towers Watson, Pave, and other relevant sources.</li>\n<li><strong>Support job pricing and benchmarking</strong> for new and evolving roles by reviewing job scope, evaluating level and market alignment, benchmarking to existing or new roles, and helping create or refresh compensation ranges where needed.</li>\n<li><strong>Provide compensation analysis and guidance</strong> to Recruiting, People Partners, and business leaders on new hire offers, internal equity, compensation adjustments, salary, equity, incentive changes, and related compensation questions.</li>\n<li><strong>Support Ro’s bi-annual performance review cycles</strong> in partnership with the Ro’er Performance &amp; Growth team, including tracking key deliverables, validating performance inputs, maintaining data integrity, and ensuring performance data is ready to inform downstream compensation decisions.</li>\n<li><strong>Support compensation cycle execution in Pave </strong>across Ro’s employee populations, including data preparation, cycle configuration and testing, manager materials, reporting, post-cycle audits, and implementation tracking.</li>\n<li><strong>Maintain compensation data integrity</strong> by regularly auditing job and compensation data, including title, level, salary, job code/comp band, range alignment, and other key fields across People systems.</li>\n<li><strong>Support equity data accuracy and administration</strong> by partnering with equity administrators and cross-functional stakeholders on Carta data audits, employee equity data maintenance, new hire equity tracking, and equity-related reporting.</li>\n<li><strong>Act as a day-to-day compensation resource </strong>by monitoring and responding to compensation-related questions through People Service Desk and other intake channels, escalating or partnering as needed on sensitive or complex items.</li>\n<li><strong>Identify and implement process improvements across Compensation tools, resources, and workflows</strong> -- including internal People Team compensation guides, Pave compensation tool optimization, data validation, reporting, approval processes, and cross-functional workflows with Recruiting, People Operations, People Partners, Payroll, Finance, and Legal.</li>\n<li><strong>Contribute to broader Total Rewards projects</strong>, including salary and equity administration, provider incentives, compensation policies, equity range reviews, benefits benchmarking, Total Rewards trends research, and other confidential or strategic initiatives.</li>\n<li><strong>Develop and maintain compensation reporting and analysis </strong>using Google Sheets, Excel, Pave, HRIS data, and other reporting tools to support compensation decisions, audits, and business recommendations.</li>\n"
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      "text": "What You’ll Bring to the Team:",
      "content": "\n<li>3-5+ years of experience in compensation, total rewards, people analytics, finance, or a related field.</li>\n<li>Strong understanding of compensation principles, including market pricing, internal equity, pay ranges, job leveling, salary administration, equity administration support, and compensation cycle execution.</li>\n<li>Experience supporting compensation cycles, offer analysis, equity analysis, incentive programs, market data processes, survey submissions, job matching, and/or range development.</li>\n<li>Strong analytical skills, including advanced Excel/Google Sheets capability and comfort working with large, detailed datasets.</li>\n<li>Experience with compensation tools, HRIS platforms, and People systems; experience with Pave, Carta, Radford/Aon, WTW, or similar tools is a plus.</li>\n<li>Ability to translate data into clear insights, recommendations, and decision support for People, Recruiting, Finance, and business leaders.</li>\n<li>Strong judgment, discretion, and attention to detail, with the ability to manage multiple workstreams effectively in a fast-paced, evolving environment.</li>\n<li>Strong written and verbal communication skills, with the ability to explain compensation concepts clearly to both technical and non-technical audiences.</li>\n<li>A process-improvement mindset and interest in using systems, automation, and AI-enabled tools to make compensation work more scalable and effective.</li>\n<li>Experience in high-growth technology, healthcare, telehealth, or similarly complex environments is a plus.</li>\n<li>Experience supporting compensation across a mix of corporate, technical, clinical, and patient care populations is a plus.</li>\n<li>Experience with private and/or public company equity programs, equity administration tools, or equity-related employee data is a plus.</li>\n"
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      "text": "We’ve Got You Covered:",
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