The Principal Compensation Analyst serves as a strategic compensation subject-matter expert, responsible for designing, analyzing, and managing compensation programs that support Natera’s growth, talent strategy, and business objectives. This role partners closely with senior leadership, HR Business Partners, Talent Acquisition, Finance, Legal, and Stock Administration to develop and maintain competitive compensation programs across the organization.

The Principal Compensation Analyst will lead complex compensation projects, support compensation governance, provide expert consultation on compensation decisions, and influence compensation strategy within a rapidly growing biotechnology environment.

Compensation Strategy and Program Design

Serve as a trusted advisor to HR and business leaders on compensation strategy, market competitiveness, organizational design, job architecture, and pay practices.
Support the design, implementation, and continuous improvement of compensation programs, including base salary structures, short-term incentives, long-term incentives, and equity programs.
Support the development of compensation frameworks, career levels, and salary structures that align with business objectives and talent strategies.
Conduct advanced compensation modeling and scenario analyses to support strategic workforce planning and budgeting.
Evaluate emerging market trends and recommend innovative compensation solutions to maintain competitiveness in the biotechnology industry.

Market Analysis and Benchmarking

Lead participation in industry compensation surveys and oversee benchmark matching across multiple survey providers.
Perform complex market pricing analyses and develop recommendations for salary ranges, compensation structures, and pay adjustments.
Analyze compensation trends within biotechnology, life sciences, diagnostics, and healthcare sectors to ensure market alignment.
Conduct pay equity analyses and support compliance with federal, state, and local compensation regulations.

Compensation Planning and Administration

Support and administer annual compensation planning processes, including merit increases, promotions, bonus programs, and equity awards.
Partner with Finance and HR leadership to support compensation budgeting, forecasting, and accrual reporting.
Provide guidance and recommendations on compensation for critical hires, promotions, retention actions, and organizational changes.
Own the integrity of monthly equity exhibit processing, operate the SOX controls assigned to Compensation (including equity grant controls), and collaborate with Stock Administration on grant processing and equity-related initiatives.
Respond to high-volume, time-sensitive market pricing requests from HR Business Partners and Talent Acquisition, including off-cycle and ad hoc analyses.

Cross-Functional Partnership

Consult with senior leaders and executives on compensation-related matters and organizational impacts.
Educate and influence managers and HR partners on compensation philosophy, practices, and decision-making frameworks.
Lead compensation-related projects and initiatives, driving process improvements and operational excellence.
Mentor junior compensation team members and provide guidance on compensation analyses and best practices.
Develop executive-level presentations and materials for leadership discussions and compensation reviews.

Governance and Compliance

Ensure compensation programs comply with applicable federal, state, and local regulations.
Support compensation governance activities, documentation, and audit requirements, including the SOX controls assigned to Compensation.
Maintain multi-state pay range governance and support pay transparency and pay range disclosure compliance.
Maintain job architecture, leveling frameworks, and compensation policies across the organization.
Build and monitor compensation metrics and dashboards to evaluate program effectiveness.

Qualifications

Bachelor's degree in Economics, Finance, Business, Statistics, Mathematics, Human Resources, or a related analytical field.
8+ years of progressive compensation experience, including significant experience within the biotechnology, life sciences, diagnostics, pharmaceutical, or healthcare industry.
Demonstrated experience designing and administering broad-based compensation programs in a high-growth environment.
Experience supporting annual compensation cycles, incentive programs, and equity compensation programs.
Strong understanding of compensation survey methodologies and market pricing techniques.
Experience presenting compensation recommendations and analyses to senior leadership.
Certified Compensation Professional (CCP) or Certified Equity Professional (CEP) designation preferred.
Experience working in publicly traded companies preferred.

Knowledge, Skills, and Abilities

Deep expertise in compensation program design, salary administration, incentive compensation, and equity programs.
Strong knowledge of compensation regulations, including pay transparency, pay equity, FLSA, and applicable state laws.
Advanced analytical and quantitative skills with the ability to interpret complex compensation data and provide actionable recommendations.
Advanced Excel skills, including Pivot Tables, Power Query, complex formulas, and compensation modeling.
Experience with Workday Compensation and Advanced Compensation modules required; broader compensation management systems preferred.
Strong executive presence with the ability to influence stakeholders at all organizational levels.
Exceptional written and verbal communication skills, including proactive, no-surprises partnership with HR Business Partners, with the ability to translate complex analyses into clear business recommendations.
Proven project management skills and ability to manage multiple high-priority initiatives simultaneously.
High degree of integrity and discretion in handling confidential and sensitive information.
Demonstrated ability to operate independently, challenge assumptions, and drive strategic outcomes.