Total Rewards Analyst III

With a mantra of Empowering Human Potential, Hanger, Inc. is the world's premier provider of orthotic and prosthetic (O&P) services and products, offering the most advanced O&P solutions, clinically differentiated programs and unsurpassed customer service. Hanger's Patient Care segment is the largest owner and operator of O&P patient care clinics nationwide. Through its Products & Services segment, Hanger distributes branded and private label O&P devices, products and components, and provides rehabilitative solutions to the broader market. With 160 years of clinical excellence and innovation, Hanger's vision is to lead the orthotic and prosthetic markets by providing superior patient care, outcomes, services and value. Collectively, Hanger employees touch thousands of lives each day, helping people achieve new levels of mobility and freedom.

The Compensation Analyst III - Remote provides hands-on analytical and consultative support for Hanger's compensation programs. This role partners closely with HR Business Partners, Finance, and business leaders to deliver market-aligned, compliant, and operationally sound pay practices. The position plays a critical role in translating compensation strategy into practical guidance, tools, and decisions that support hiring, retention, and performance outcomes.

Compensation Consulting & Partnership

Serve as a trusted compensation partner to HR Business Partners and business leaders by providing guidance on starting pay, promotions, lateral moves, pay adjustments, merit increases, geographic differentials, commission plans, and recruitment and retention incentives.
• Apply consistent compensation philosophy and policy guidance while balancing market data, internal equity, and business context.
• Support leader and HRBP understanding of compensation decisions by clearly explaining rationale, constraints, and risk considerations.

Job Architecture & Pay Governance

• Partner with HR Business Partners and leaders to create, review, and maintain job descriptions by validating key responsibilities, required knowledge, skills, experience, and education.
• Evaluate roles to determine appropriate salary ranges, job levels, FLSA classification, and eligibility for incentive or commission programs.
• Maintain the job description and job architecture database to ensure accuracy, consistency, and audit readiness.

Market Pricing & Compensation Programs

• Support ongoing market benchmarking activities by participating in salary surveys, analyzing market data, and evaluating competitiveness across roles, locations, and job families.
• Assist with updates to salary ranges, geographic differentials, and bonus target structures based on market movement and internal alignment.
• Contribute to the annual review of compensation programs to ensure they remain competitive, compliant, and aligned with business needs.

Annual Compensation Cycles & Financial Coordination

• Support annual merit and bonus cycles by preparing, validating, and consolidating department- and leader-specific workbooks used to allocate merit and incentive pools.
• Partner closely with Finance and Accounting to ensure accurate funding, calculations, approvals, and payment processing for merit and bonus programs.
• Perform data validation and reconciliation to ensure compensation outputs are complete, accurate, and defensible.

Incentives & Commission Oversight

• Support the commission and incentive payment process to ensure accuracy, documentation completeness, and compliance with plan terms and legal requirements.
• Collaborate with internal stakeholders to gather inputs, validate calculations, and resolve discrepancies related to commissions, bonuses, and special payments.
• Produce and review compensation-related analyses and reports (e.g., top producers, incentive payouts, workforce pay analytics) to support business insights and leadership requests.

Compliance, Controls & Risk Management

• Monitor and review federal, state, and local wage and hour legislation and pay-related requirements to support compliant compensation practices.
• Support SarbanesOxley (SOX) compliance by maintaining documentation, executing controlled processes, and updating compensation procedures as needed.
• Assist in responding to audits, data requests, and compensation-related reviews with accurate and well-documented analyses.

• Bachelor's degree in Business Administration, Human Resources, Finance, or a related field
• Minimum of 7 years of experience in compensation
• Experience working with HRIS and compensation systems (e.g., Oracle, ADP, SAP, Workday)
• Exposure to commission, incentive, or variable pay programs

• Strong analytical skills with the ability to translate data into clear, actionable compensation guidance
• Demonstrated ability to build effective partnerships with HR, Finance, and business leaders
• High attention to detail with a strong focus on accuracy, controls, and process discipline
• Advanced Excel skills and strong proficiency in Word and PowerPoint
• Ability to clearly explain compensation concepts to non-technical audiences
• Comfortable working independently in a fastpaced environment while managing multiple priorities
• Professional, serviceoriented approach with strong problemsolving skills
• Act with integrity in all ways and at all times, remaining honest, transparent, and respectful in all relationships.
• Keep the patient at the center of everything that you do, building lifelong trust.
• Foster open collaboration and constructive dialogue with everyone around you.
• Continuously innovate new solutions, influencing and responding to change.
• Focus on superior outcomes, and calibrate work processes for outstanding results.

#LI-Remote

Pay range of $80,000 to $120,000 annual salary + annual bonus: up to 8% of base pay depending on bonus criteria. This pay range is posted to comply with wage transparency laws. Hanger salary ranges vary based on skill, ability, knowledge, geographic location and other variables.

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