Sr Compensation Analyst

ABOUT TOPGOLF

Topgolf is a sports entertainment company that has changed how millions of people experience golf— and a genuinely energizing place to build a career. Every year, guests visit our venues for an experience that’s hard to find anywhere else: hitting golf balls toward a target-lined outfield, tracking every shot in real time, enjoying great food and drinks, and connecting with friends, family, and coworkers.

With more than 100 venues worldwide and proprietary Toptracer technology integrated into our guest experience and licensed globally, Topgolf operates at the intersection of entertainment, technology, and hospitality. We are a growing, dynamic business with meaningful opportunities to innovate, scale, and continuously improve how we support our teams and our guests.

WHAT WE'RE SEEKING

The Senior Compensation Analyst is a trusted advisor and expert partner responsible for designing, analyzing, and communicating compensation programs that advance our talent strategy and business goals. This role blends strong technical analysis, market intelligence, and strategic storytelling to influence leaders and ensure our compensation philosophy is applied consistently, competitively, and compliantly. This person will be a key point of contact for all brand position pricing, supporting compensation governance, pay equity analytics, and annual cycles while providing creative, practical recommendations that balance competitiveness, internal equity, and fiscal responsibility.

WHAT YOU WILL DO

Key Responsibilities

• Lead market pricing for new and existing roles using reputable survey sources, resulting in defensible pay ranges and structures

• Maintain job architecture alignment (levels, career paths, job families) and ensure roles map correctly to survey benchmarks

• Conduct ad hoc market assessments for hard-to-fill or evolving roles and geographic differentials

• Partner with Legal/HR Ops and Compliance to ensure all compliance measures (FLSA, pay transparency, local regulations) are implemented

• Support design and refresh of base, bonus, and sales incentive programs, recommending creative, data-driven solutions that address attraction, retention, and performance

• Own compensation calendar deliverables (merit, promotions, market adjustments, bonus planning), including modeling, guardrails, and leader enablement

• Create and maintain advanced Excel models

• Conduct pay equity analyses and ongoing monitoring; partner with HR/Legal to action insights

• Develop dashboards and executive-ready visuals that translate complex data into clear, actionable narratives

• Present compensation philosophy and recommendations to HRBPs, Finance, and business leaders in a clear, collaborative manner

• Create playbooks, one-pagers, and FAQs to enable managers to make consistent, policy-aligned decisions

• Provide consultative support on offers, promotions, and retention packages; ensure decisions adhere to governance and budget

• Perform other duties as assigned

CORE COMPETENCIES FOR SUCCESS

Strategic & Systems Thinking

Connects compensation programs to business strategy, talent outcomes, and budget realities.

• Maintains job architecture alignment across levels, career paths, and job families to support long term talent strategy.

• Balances competitiveness, internal equity, and fiscal responsibility in program recommendations.

Analytical Rigor & Creativity

Blends quantitative discipline with inventive, pragmatic solutions.

• Builds advanced Excel models and dashboards that translate complex data into clear, actionable narratives.

• Recommends creative, data-driven solutions for base, bonus, and sales incentive program design.

Governance & Judgment

Champions consistency, equity, and compliance; exercises sound decision-making.

• Partners with Legal, HR Ops, and Compliance to ensure FLSA, pay transparency, and local regulatory requirements are met.

• Conducts pay equity analyses and ongoing monitoring, partnering with HR/Legal to action insights.

Stakeholder Partnership

Builds trust; tailors messages for HR, Finance, and business leaders; handles pushback skillfully.

• Presents compensation philosophy and recommendations to HRBPs, Finance, and business leaders with clarity and influence.

• Provides consultative support on offers, promotions, and retention packages.

Execution Excellence

Manages calendars, deadlines, and competing priorities with precision.

• Owns compensation calendar deliverables, including merit, promotions, market adjustments, and bonus planning.

• Creates playbooks, one-pagers, and FAQs to enable consistent, policy-aligned manager decisions.

Qualifications:

• 5–7+ years of progressive experience in compensation analysis; experience in Hospitality, Restaurant, or Multi-Unit environments preferred

• Bachelor's degree in Business, HR, Finance, or a related field • Proven expertise using Excel at an advanced level (nested formulas, dynamic arrays, INDEX/MATCH/XLOOKUP, PivotTables, Power Query, scenario modeling, data validation) • Familiarity with compensation survey data (methodology, survey job matching, aging, blending, geo-differentials) and market pricing best practices

• Experience with compensation governance, policy development, and pay transparency readiness

• Demonstrated ability to present compensation philosophy and complex analyses to senior stakeholders with clarity and influence

• Familiarity with incentive design principles (eligibility, targets, measures, calibration, payout curves) and equity basics, if applicable

Preferred Skills

• Certified Compensation Professional (CCP) preferred • Experience with Workday, Power BI/Tableau, or similar compensation planning tools • Background in Hospitality, Restaurant, or Multi-Unit compensation programs

BENEFITS

Free Play & 1/2 price food! Health, dental, vision, 401(k) team member match, free mental well-being platform – and that’s just for starters for those who qualify. View team member benefits here.

ADA
The above statements cover what are generally believed to be principal and essential functions of the job. Specific circumstances may allow or require some incumbents assigned to the job to perform a different combination of duties.
 
EEO Statement
Topgolf is a global sports and entertainment community and is committed to equal opportunity and is firmly committed to preventing discrimination and harassment, including sexual misconduct, based on legally protected diversity characteristics (such as race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family status, citizenship, genetic information and veteran status) in its application and hiring processes and in its employment decisions.  As an affirmative action employer, Topgolf also takes steps to prevent retaliation and to create a respectful, equitable and inclusive environment for our Guests, Associates, business partners, vendors, and the communities we serve.
 
Topgolf is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, gender identity or expression, marital status, veteran status, genetics or any other category protected under applicable law.
 
Topgolf Entertainment Group does not accept unsolicited agency resumes. Please do not forward unsolicited agency resumes to our website, employees or Human Resources. Topgolf will not pay fees for unsolicited agency resumes and will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes received will be considered property of Topgolf Entertainment Group and will be processed accordingly without fee.
 
Topgolf participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.