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About the Role

This position plays a key role in shaping how the organization pays its people. This role is responsible for developing, analyzing, and managing compensation programs – base pay, incentives, and total rewards – that keep the organization’s talent motivated and retained. Working closely with HR leadership and business unit stakeholders, this role helps ensure pay structures stay internally equitable, competitive, and compliant with evolving regulatory requirements.

Responsibilities

Support the management of the organization's job leveling framework, job families, grades, and career ladders, keeping them consistent as roles and departments evolve.
Audit job structure and pay ranges for assigned clients periodically to catch drift and recommend corrections.
Draft new job descriptions and partner with HRBPs and recruiting to maintain the job description library.
Evaluate new and existing roles to determine appropriate FLSA status, classification, and level.
Lead the day-to-day administration of job and salary structures in Workday, including maintaining accurate job profiles, job codes, and pay ranges.
Lead the day-to-day administration of the Salary.com pay benchmarking system, ensuring accuracy of data exchange and conducting periodic audits.
Lead troubleshooting analysis, testing, and remediation by partnering with HRIS and the vendor’s account executives.
Lead feasibility assessments and conduct testing of new tools and software to improve efficiency of compensation operations and processes.
Partner with HRIS to test, implement, and train users on new software and systems as needed.
Own the documentation of compensation policies and processes to ensure pay and incentive programs are administered consistently.
Support assigned clients by providing analysis and recommendations for job evaluation, architecture, incentive design, and pay benchmarking.
Participate in industry compensation surveys, submitting and refreshing data and using results to inform pricing and structure decisions.
Benchmark and price new roles, promotions, and reclassifications against market data.
Track and document job changes over time, maintaining records that support compensation KPIs and reporting on job structure health.
Conduct data and trend analysis to support ad hoc compensation department strategic initiatives.
Prepare compensation analyses, planning worksheets, and supporting materials for year-end salary and bonus planning.
Support the development of compensation dashboards and data analytics to assess program competitiveness and monitor trends.
Monitor emerging compensation-related legislation and translate it into practical guidance for HR and business leaders.
Support periodic audits and documentation processes to ensure compliance with wage and hour, FLSA, and pay equity requirements.
Partner with Legal to interpret new and pending compensation regulations and recommend changes as necessary.

Requirements

Bachelor’s degree required
4+ years of experience in compensation
Experience in Workday Comp or other HR Comp systems preferred
Strong Excel and data analysis skills

Skills

Compensation analysis
Job architecture
Pay benchmarking
Workday Comp
Salary.com
Excel
Data analysis
HRIS
FLSA compliance
Pay equity

Location

Los Angeles, CA
New York, NY

Work Type

Hybrid

Experience Level

4+ years of experience in compensation

Education Level

Bachelor’s degree

Salary/Compensations

Los Angeles, CA - $116,000 - $125,000
New York, NY - $118,000- $131,000

Benefits

Medical
Basic Life and AD&D Insurance
Telemedicine
Employee assistance and mental health counseling
Paid Vacation / Holidays
Paid Sick Time
Paid Parental Leave and Other Paid Leaves of Absence
NICU leave
Bereavement resources
Adoption Benefits
Educational Assistance
Mental Health Resources
Employee Assistance Plan
Dental
Vision Insurance
401K Plan
Flexible Spending Accounts (Health Care and Dependent Care)
Health Savings Account
Voluntary Life and AD&D Insurance
Commuter Benefits
Statutory mandated benefits

About the Company

Creative Artists Agency (CAA) is the leading entertainment and sports agency, with global expertise in filmed and live entertainment, digital media, publishing, sponsorship sales and endorsements, media finance, consumer investing, fashion, trademark licensing, and philanthropy.
Distinguished by its culture of collaboration and exceptional client service, CAA’s diverse workforce identifies, innovates, and amplifies opportunities for the people and organizations that shape culture and inspire the world.
The trailblazer of the agency business, CAA was the first to build a sports business, create an investment bank, launch a venture fund, found technology start-up companies, establish a philanthropic arm, build a business in China, and form a brand marketing services division, among other innovations.
Named Most Valuable Sports Agency by Forbes for eight consecutive years, CAA represents more than 2,000 of the world’s top athletes in football, baseball, basketball, hockey, soccer, in addition to coaches, on-air broadcasters, and sports personalities and works in the areas of broadcast rights, corporate marketing initiatives, social impact, and sports properties for sales and sponsorship opportunities.
Founded in 1975, CAA is headquartered in Los Angeles, and has offices in New York, Nashville, Memphis, Chicago, Miami, London, Munich, Geneva, Stockholm, Shanghai, and Beijing, among other locations globally.

Equal Opportunity

Qualified applications with arrest or conviction records will be considered for employment in accordance with the California Fair Chance Act and the Los Angeles County Fair Chance Ordinance for Employers.
Creative Artists Agency, LLC (the “Company”) is committed to a policy of Equal Employment Opportunity and will not discriminate on the basis of race (inclusive of traits historically associated with race, including hair texture and protective hairstyles), color, religion, creed, gender or sex (including pregnancy, childbirth, breastfeeding or related medical conditions), national origin, ancestry, age, physical disability, mental disability, medical condition, genetic information, family and medical care leave status, military or veteran status, marital status, family status, sexual orientation, gender identity, gender expression, political affiliation, an employee’s or their dependent’s reproductive health decision making (e.g., the decision to use or access a particular drug, device or medical service), or any other characteristic protected by applicable law.
The absence of a permanent address is not a bar to employment. The Company does not discriminate against individuals based on housing status, including the absence of a fixed address.
The Company also complies with the Americans with Disabilities Act and applicable state and local laws with regard to providing reasonable accommodation for qualified individuals with disabilities.
CAA does not accept unsolicited resumes from third-party recruiters unless they were contractually engaged by CAA to provide candidates for a specified opening. Any such employment agency, person or entity that submits an unsolicited resume does so with the acknowledgement and agreement that CAA will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.