Senior Compensation Analyst

Description

Job Summary: Serve as the technical reference for Compensation, leading analyses, models, and projects to ensure competitive salary structures and clear policies, supporting strategic decisions. Key Highlights: 1. Serve as the technical reference for Compensation at Log-In 2. Lead analyses and projects for fixed and variable compensation 3. Ensure competitive and sustainable salary structures Serve as the technical reference for Compensation at Log\-In, leading analyses, models, and projects for fixed and variable compensation, supporting strategic decisions by the Executive Board and People \& Management. Ensure competitive salary structures, clear and sustainable policies, internal/external balance, and budget adherence, contributing to talent attraction, retention, and engagement in alignment with business strategy, corporate values, and the Integrated Management System. **Responsibilities and Duties** YOUR DAILY ROUTINE INCLUDES: 1\. Job Architecture and Salary Structure Act as custodian of the job and salary policy, supporting reviews, improvements, and rollouts across business areas. Conduct internal equity analyses (salary ranges, overlaps, salary compression, job classifications) and propose adjustments to structures, levels, and grades. Support and/or lead job description, evaluation, and classification processes using corporate methodologies (point-factor, factor-based, job families, career paths, etc.). Update and maintain salary tables, benchmarks, ranges, and bands per business unit, level, and function, ensuring coherence with the organizational structure. 2\. Market Surveys and External Competitiveness Coordinate Log\-In’s participation in external salary market surveys (consulting firms, unions, and sectoral associations), ensuring data quality of submitted information. Analyze survey results (e.g., P50, P25, P75) and prepare comparative competitiveness studies by job, family, business unit, and region. Develop technical recommendations for salary positioning, range adjustments, policies for new positions, and strategies for critical or hard-to-fill roles. 3\. Merit Cycles, General Adjustments, and Recomposition Plan, model, and simulate merit, promotions, range adjustments, and collective agreement recompositions, considering budget constraints, Executive Board guidelines, and payroll impact. Develop tools (spreadsheets, templates, dashboards) to support leadership in merit fund allocation, ensuring simplicity and governance. Support People \& Management and the Executive Board in defining annual guidelines (eligibility criteria, limits, deadlines, key messages) for salary review cycles. Monitor execution of processes in systems (ERP, HCM, etc.), handle exceptions, verify outcomes, and ensure data integrity. 4\. Variable Compensation and Incentive Programs Support modeling, revision, and governance of variable compensation programs (bonuses/PLR, short-term incentives, commissions, allowances), aligned with business strategy and performance. Develop and analyze KPIs, targets, and weightings for incentive programs in partnership with Finance, business areas, and People \& Management. Prepare payment scenario simulations, financial impact assessments, and historical comparisons to support Executive Board and Board of Directors decisions, where applicable. 5\. Analyses, Special Studies, and Governance Produce dashboards, reports, and compensation analyses (pay mix, pay gap, structure by level, dispersion, headcount, payroll) for the Executive Board, Committees, and Board of Directors upon request. Support organizational restructuring studies (department mergers, job creation/elimination, mass movements), evaluating compensation impacts and proposing technical solutions. Serve as the technical reference for complex compensation queries from business areas (hiring packages, retention, relocations, critical and exceptional cases), ensuring policy compliance and governance. Support initiatives related to internal equity, diversity, and inclusion from a compensation perspective (pay equity studies, gender/race/business-unit segmentation, etc.). 6\. Processes, Systems, and Continuous Improvement Propose and lead improvements to compensation processes, policies, tools, and systems, aiming for greater automation, security, and standardization. Collaborate with IT, Finance, and People \& Management on enhancing payroll, HCM, analytics, and workflow systems related to jobs, salaries, and incentives. Contribute to documentation and updating of compensation norms, policies, manuals, and communications, ensuring clarity for leaders and employees. Understand the Integrated Management System’s policy, objectives, and goals. Comply with procedures applicable to the role and with quality, environment, health, and safety programs implemented by the Company. Understand significant aspects and impacts associated with compensation practices and contribute to continuous improvement within your scope. **Requirements and Qualifications** EDUCATION: Bachelor’s degree completed in Administration, Economics, Engineering, Accounting, Statistics, Psychology, or related fields. **Additional Information** **What does Log\-In offer?** * **To care for your physical and mental health:** Health insurance and dental plan, extendable to dependents; Viva Bem Program: Focused on Physical Health, Emotional Health, and Social Health. Amor de Mãe Program for Pregnant Employees \| Amor de Mãe ‍ Gympass (discounts at gyms). * **To support your daily life:** Transportation allowance or door-to-door transportation (to transit hubs); Meal or food allowance. At Christmas, we receive double the food allowance; Loginers: Opportunity to work and exchange knowledge daily with an incredible, welcoming team; Hybrid work model; Ah! Here, we celebrate all major holidays. * **To develop your career:** Individual Development Plan (IDP) built with your leader; Feedback and development culture; Training and access to the Corporate University (Unilog\-In); People Cycle: With annual performance evaluation Goal tracking * **You at the center:** ‍️ Therapeutic Moment: The Therapeutic Moment combines two activities — a break dedicated to occupational gymnastics and stretching. Living Area: A designated space for enjoying coffee. Diversity Squad: Here, we are all plural. We have a group of people who promote topics related to diversity, equity, and inclusion. Reimbursements: Daycare/Preschool, Eyeglasses, School Supplies Day Off: Time off granted to celebrate your birthday. tem menu de contexto WORK SCHEDULE: Monday to Friday, from 9:00 AM to 6:00 PM. WORK LOCATION: Rio de Janeiro At Log\-In, we are driven by people — disruptive, engaged, and passionate about delivering the country’s best integrated logistics solutions. We connect Brazil and Mercosur with efficiency, intelligence, and purpose — because for us, logistics goes far beyond moving cargo: we move opportunities, businesses, and stories. We are more than **1,000 hearts**, who every day embody values that reflect our essence: **Simplicity, Owner Mindset, Team Spirit, Customer-Centricity, Safety, and Results Orientation.** These pillars guide us and make our journey stronger, more human, and collaborative. Our culture and care for our people take us further every day. We believe in **diverse, equitable, and inclusive environments**, and our dedication is reflected in what matters most: the experience of the people who make Log\-In happen. In 2025, we were once again recognized with the **Great Place to Work (GPTW) Seal**, achievements reinforcing our commitment to building an environment where everyone can grow, learn, and be proud to be part of Log\-In. Our journey is also guided by innovation, responsibility, and environmental commitment. We evolve to deliver more efficient, technological, and sustainable solutions for our customers and for the future. **Join Log\-In.** It will be a pleasure to have you build this journey with us!