Sr. Compensation Analyst

GeneDx (Nasdaq: WGS) delivers personalized and actionable health insights to inform diagnosis, direct treatment, and improve drug discovery. The company is uniquely positioned to accelerate the use of genomic and large-scale clinical information to enable precision medicine as the standard of care. GeneDx is at the forefront of transforming healthcare through its industry-leading exome and genome testing and interpretation services, fueled by the world’s largest, rare disease data sets. For more information, please visit www.genedx.com.

The Sr. Compensation Analyst will report to the Head of Total Rewards & People Operations and play a pivot role in the design, implementation, and maintenance of competitive, equitable and business-aligned compensation programs and structures. This role will focus on enhancing and evolving our compensation programs to align with our commitment to innovation and excellence in genetic testing. You will spearhead initiatives to refine our pay-for-performance philosophy, developing and optimizing base pay and short-term incentive plans tailored to our unique workforce needs. Your analytical expertise will guide data-driven decisions, ensuring our compensation policies effectively support GeneDx’s growth and talent acquisition efforts while fostering a high-performance culture. Additional duties maybe assigned.

MAJOR DUTIES AND REPONSIBILITIES 

• Strategic Development: Lead the design, implementation, and evaluation of innovative compensation programs, including base pay and short-term incentive structures, ensuring they align with organizational objectives and industry best practices. Develop measurement tools to determine effectiveness of total rewards programs, monitor and provide analysis and insight to the trends.   
• Collaborative Consultation: Partner closely with Talent Acquisition, People Operations, and People Business Partners to provide strategic guidance on compensation-related matters and enhance decision-making across the organization. Possess an understanding, and maintain knowledge of all applicable federal, state, and local regulations and compliance requirements that impact pay programs, including but not limited to FLSA, EEO, minimum wage, and compensation disclosure regulations. Develop plans and recommendations to address any required changes. 
• Job Evaluation & Market Analysis: Conduct comprehensive job evaluations and market research to assess competitive compensation practices, making informed recommendations for new roles and adjustments. Meet with business leaders and/or P&C BPs when conducting compensation analyses as needed, work through job descriptions, leveling decisions, etc. Discuss options, educate, influence. 
• Annual Review Leadership: Spearhead the annual compensation review process, ensuring alignment with performance metrics and organizational strategy, while effectively communicating changes to stakeholders.
• Compensation Structure Management: Oversee the maintenance of …