Principal Compensation Analyst (Hybrid - Pleasanton, CA)

About Blackhawk Network Today, through BHN’s single global platform, businesses of all kinds can tap into the world’s largest network of branded payment solutions. BHN helps businesses grow revenue, increase loyalty, motivate and reward their teams, disburse funds and engage consumers. Branded payment solutions include the issuance and distribution of gift cards, egifts, corporate payouts and rewards, along with the technology to deliver these products in seamless, integrated ways. BHN’s network spans the globe with more than 400,000 consumer touchpoints. Learn more at BHN.com. Hybrid flexibility: At Blackhawk Network, you’ll enjoy the best of both worlds—focused remote work plus in-person collaboration on Tuesdays and Wednesdays, our regular in-office days at our Pleasanton headquarters. This rhythm gives you the tools, connection, and autonomy you need to make a real impact. Overview The Principal Compensation Analyst will demonstrate an understanding of how total compensation supports the overall organizational strategy to enhance employee attraction, retention and engagement, as well as drive performance and business results. The scope of ownership will participate in the design, develop, direct, plan, implement and evaluate all compensation programs. The Principal Compensation Analyst serves as a strategic compensation partner responsible for the design, development, administration and ongoing evaluation of global compensation programs. This role partners with HR, Finance, Legal and business leadership to develop competitive, equitable and scalable compensation solutions that support the organization's talent strategy and business objectives. The role provides expertise across base pay, annual salary planning, short- and long-term incentives, executive compensation, sales compensation, job architecture, market benchmarking, pay equity and compensation governance. The Principal Compensation Analyst also leads key annual compensation processes and provides data-driven recommendations to senior leadership. Responsibilities Lead the global annual salary planning process, including development of merit budgets and guidelines, merit matrix design, eligibility requirements, project timelines, system requirements and configuration, data validation, approvals, communications and final implementation. Conduct market analysis and maintain global salary structures to ensure competitive and internally equitable pay practices. Analyze market movement, geographic differentials and internal positioning and develop recommendations for salary structure adjustments. Manage participation in global compensation surveys, including Radford and other applicable market surveys; oversee job matching and benchmark validation, identify and resolve data and job-matching issues, and leverage survey results to support compensation recommendations and program design. Lead job evaluation and market-pricing activities, including job leveling, job family and career-level alignment, FLSA classification, salary grade determination and recommendations for new hires, promotions, reorganizations and other employee compensation actions. Design, administer and evaluate annual incentive and bonus programs, including plan eligibility, performance measures, weighting and payout structures, financial modeling, accruals, employee communications, system administration, payout calculations and reconciliation. Partner with business and sales leadership on the evaluation and administration of sales incentive compensation programs, including market competitiveness, plan design, eligibility, incentive targets and compensation recommendations. Support the design and administration of executive compensation programs, including executive offer analysis, base salary and incentive recommendations, long-term incentive/equity analysis, market benchmarking and preparation of materials and recommendations for senior leadership and the Compensation Committee. Administer and support short- and long-term incentive programs, including plan documentation, participant communications, eligibility and award data, equity-related processes and data audits to ensure accurate administration. Lead compensation analytics and pay equity reviews across applicable markets, identify trends and areas requiring additional evaluation, and partner with HR, Legal and leadership on recommendations, regulatory reporting and evolving pay transparency requirements. Monitor compensation-related regulatory requirements and conduct periodic reviews of minimum wage, overtime/exemption requirements and other applicable pay practices; recommend and coordinate necessary changes with HR and business partners. Serve as a compensation consultant to HRBPs and business leaders on complex compensation matters, including organizational changes, promotions, new hires, retention considerations, internal equity, market competitiveness and compensation program application. Develop compensation analytics, modeling and reporting to evaluate program effectiveness, identify trends, support financial planning and provide data-driven recommendations to HR and business leadership. Prepare executive-level compensation analyses, recommendations and presentations for senior leadership, the Compensation Committee and other stakeholders as needed. Partner with HR Technology/HRIS teams on compensation systems, annual process configuration, testing, data integrity, reporting, automation and continuous process improvements. Maintain compensation data governance through ongoing audits and validation of employee compensation data, job architecture, salary structures, incentive eligibility and other compensation-related information. Develop compensation communications, tools, guidance and training for HR, Talent Acquisition, managers and other stakeholders to promote consistent understanding and application of compensation programs and practices. Partner cr