AI use among compensation, benefits, and job analysis specialists is little observed so far. Measured exposure for compensation, benefits, and job analysis specialists: 6% (little observed).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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About the job

About Us Group 1 Automotive, Inc. (NYSE: GPI) is a Fortune 250 leader in global automotive retail, operating more than 250 dealerships and collision centers across the United States and United Kingdom. As the 4th largest dealership group in the U.S., Group 1 delivers a fully integrated automotive experience, including vehicle sales, financing, aftersales service, and digital retail solutions. As the automotive industry continues to evolve, Group 1 is investing in the people, technology, and operational excellence needed to shape what comes next. Our work is grounded in a simple belief, that a better experience for customers starts with an exemplary experience for employees. At Group 1, our commitment is to keep finding smarter ways to serve our customers and support one another. We believe great careers are built in environments where people are trusted, challenged, and given room to grow. If you share our core values of integrity, transparency, professionalism, teamwork, and respect, you can get more with Group 1. More opportunity. More support. More ways to build a career that moves you forward.

Overview

The Senior Compensation Analyst is a subject matter expert who owns key components of the organization’s compensation programs and works with minimal supervision. The role goes beyond execution to program design, complex analysis, and advisory support, serving as a trusted partner to HR business partners, finance, and senior business leaders.

Responsibilities

Lead end-to-end execution of the annual merit, bonus, and equity cycles, including planning, modeling, communications, data validation, and post-cycle analysis

Maintain and continuously improve salary structures, job architecture, and leveling frameworks

Conduct market pricing using survey and alternative benchmarking sources

Contribute to the design and redesign of salary structures, incentive plans, and pay policies

Consult directly with HR business partners and senior leaders on pay decisions, exceptions, and market positioning

Prepare presentations and recommendations for senior leadership and, where applicable, the compensation committee

Manage survey vendor relationships, participation strategy, and data-cut selection

Drive automation and process improvements, and support cross-functional projects such as M&A integration or HRIS implementations

Qualifications

Required

Bachelor’s degree in Human Resources, Business, Finance, Economics, Statistics, or a related field (or equivalent experience)

5 to 8 years of progressive experience in compensation

Advanced Excel and financial modeling skills

Deep knowledge of job evaluation, market pricing methodology, and incentive plan design

Ability to influence without authority, handle sensitive negotiations, and translate analysis into clear business recommendations

Exceptional attention to detail and discretion with confidential information

Preferred

Experience with compensation survey tools (e.g., Radford, Mercer, Payscale, Salary.com)

Workday experience

Equal Opportunity Employer We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status. Employment is contingent upon successfully completing all applicable pre-employment requirements in accordance with federal, state, and local law.