Lattice Semiconductor
From Lattice Semiconductor's careers page
Status: listed on the employer's own careers page when we last checked (daily). Confirm on their site before applying.
The role sits at the intersection of analytical rigor and employee-facing service.
Lattice Overview
There is energy here…energy you can feel crackling at any of our international locations. It’s an energy generated by enthusiasm for our work, for our teams, for our results, and for our customers. Lattice is a worldwide community of engineers, designers, and manufacturing operations specialists in partnership with world-class sales, marketing, and support teams, who are developing programmable logic solutions that are changing the industry. Our focus is on R&D, product innovation, and customer service, and to that focus, we bring total commitment and a keenly sharp competitive personality.
Energy feeds on energy. If you flourish in a fast paced, results-oriented environment, if you want to achieve individual success within a “team first” organization, and if you believe you can contribute and succeed in a demanding yet collegial atmosphere, then Lattice may well be just what you’re looking for.
The Sr Compensation Analyst is a specialized individual contributor within the Global HR Operations function, serving as the subject matter expert for compensation programs, market benchmarking, job architecture, and equity administration. The role sits at the intersection of analytical rigor and employee-facing service. It is responsible for the accuracy, integrity, and equity of the pay programs that shape every employee’s financial wellbeing.
This is not a transactional role. It requires a professional who can think in systems, manage highly sensitive data with discretion, and explain nuanced topics, from compa-ratio placement to equity vesting mechanics, in plain language to employees and leaders at every level. The Senior Compensation Analyst is a trusted partner to HR leadership, Finance, Legal, Payroll, and external survey and equity vendors, and is expected to operate with a high degree of independence and sound professional judgment.
We are looking for a Multiplier — someone who brings more capability, initiative, and strategic thinking to the role than the scope implies. If you thrive in complexity, take ownership instinctively, and have a genuine passion for the programs that shape how employees experience their total compensation — this role was built for you.
Support and coordinate annual merit, promotion, mid-year, and off-cycle compensation review cycles, including data preparation, budget modeling, and scenario analysis.
Build and maintain merit and bonus allocation models, documenting the formulas used.
Assist in the maintenance of the compensation infrastructure in Workday, including salary structures, grade profiles, plan configuration, and cycle templates.
Prepare and distribute compensation communications, including merit increase letters, job change notifications, and total rewards statements.
Conduct recurring internal equity reviews and support pay equity analyses in partnership with Legal and HR leadership.
Monitor and support compliance with state and local pay transparency and equal pay requirements, including posted pay range accuracy.
Maintain documentation supporting compensation decisions to ensure defensibility in audits and agency inquiries.
Identify pay anomalies and compression issues, and bring data-informed remediation recommendations to HR leadership.
Equity Compensation Administration
Support equity grant administration, including new hire, refresh, and promotion grants, vesting schedule maintenance, and ESPP mechanics.
Maintain accurate equity data across the equity management platform and Workday, and reconcile discrepancies.
Respond to employee inquiries on vesting, exercise, tax treatment, and plan terms, escalating to Legal, Finance, or the equity vendor as appropriate.
Support equity reporting needs for Finance, including data used for stock-based compensation expense recognition.
Employee and Manager Inquiries
Serve as a Tier 2 point of contact for compensation questions through Workday Help, providing accurate, contextualized guidance.
Coach HR Business Partners and managers on compensation philosophy, range positioning, and how to hold effective pay conversations.
Escalate complex or sensitive cases to HR leadership and Legal with a clear summary of facts and recommended options.
Prevailing Wage and Immigration-Related Compensation Support
Assist with prevailing wage research and documentation, gathering publicly available data and maintaining records in support of compliance requirements.
Partner with Legal and immigration counsel to ensure offered wages meet applicable prevailing wage thresholds for sponsored roles.
Global Compensation Support
Support compensation programs across the company’s multi-country footprint, partnering with local HR and payroll to apply local statutory requirements and market practice.
Present compensation data in the applicable local currency and flag country-specific considerations (for example, statutory bonuses and mandated pay components) for review by regional counsel.
Maintain a clear separation between country-specific legal frameworks and avoid applying US employment concepts to non-US locations.
Vendor Management
Serve as the day-to-day contact for compensation survey providers, equity platform vendors, and consulting partners.
Manage survey submissions, participation cycles, and license renewals.
Review and reconcile vendor invoices, validate billing, and maintain a clean audit trail in partnership with Finance.
Audit, Compliance, and Reporting
Maintain a compensation compliance calendar tracking filing deadlines, survey submissions, and regulatory obligations; proactively flag risks.
Support internal and external audits by preparing documentation, pulling Workday data, and coordinating stakeholder responses.
Ensure compliance with applicable regulations, including the Fair Labor Standards Act (FLSA) exemption classifications, Equal Pay Act, Title VII, state equal pay and pay transparency statutes, and IRC Section 409A.
Produce recurring and ad hoc compensation analytics, such as headcount and cost modeling, attrition and pay correlation, range penetration, and compa-ratio distributions, for HR and Finance leadership.
Required
3 to 6 years of progressive experience in compensation, total rewards, HR operations, or a closely related analytical role, with demonstrated depth in market pricing and compensation cycle administration.
Hands-on experience with Workday as an HRIS, including compensation management, business process configuration, and reporting.
Working knowledge of US compensation regulations, including FLSA, Equal Pay Act, Title VII, IRC Section 409A, and applicable state pay equity and pay transparency laws.
Experience with equity plan administration, including familiarity with vesting schedules, ESPP mechanics, and equity data management.
Demonstrated experience with compensation survey data and methodology (job matching, data aging, percentile selection, and range construction).
Strong analytical and data management skills, including advanced Excel proficiency (pivot tables, lookup functions, and data modeling) for benchmarking, merit modeling, and audit work.
Exceptional attention to detail and a high standard of data accuracy, particularly with sensitive compensation and equity information.
Strong written and verbal communication skills, with the ability to explain complex compensation concepts clearly to employees at all levels.
Proficiency with the Microsoft Office suite (Excel, Outlook, Teams), Zoom, and SharePoint.
Familiarity with and active use of AI productivity tools such as Claude, Microsoft Copilot, ChatGPT, or similar platforms to improve analytical output and operational efficiency.
Demonstrated Multiplier behavior: a track record of taking on scope beyond the defined role, acquiring new skills independently, and delivering results in complex or ambiguous situations.
Experience in the semiconductor, hardware, or broader technology industry.
Experience with equity management platforms such as Carta, Shareworks, or Equity Edge Online.
Experience with survey platforms such as Radford/Aon, Mercer, or Pave, and with compensation planning tools.
Exposure to global compensation across multiple countries or regions, including allowance-heavy or statutory-bonus markets.
Experience supporting pay equity analyses or prevailing wage documentation.
Certified Compensation Professional (CCP), Certified Equity Professional (CEP), GRP, PHR, SHRM-CP, or an equivalent certification.
Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent practical experience.
Consistent with Lattice Semiconductor values and applicable law, we provide the following information to promote pay transparency and equity. We have a market-based pay structure which varies by location. Please note that the base pay range is a guideline, and our compensation range reflects the cost of labor in the U.S. geographic market based on the location of the role. Pay within these ranges varies and depends on job-related knowledge, skills, and relevant work experience.
For candidates who receive and offer, the starting salary will vary based on various factors including, but not limited to, such qualifications as, skill level, competencies, and work location. The range provided may represent a candidate range and may not reflect the full range for an individual tenured employee.
In addition to base pay, this role may be eligible for variable/ incentive compensation and/ or equity. In addition, this role is eligible for a comprehensive, competitive benefits package which may include healthcare and retirement plans, paid time off, and more!
This position requires a successful background and reference checks and satisfactory proof of your right to work in the United States.
Lattice recognizes that employees are its greatest asset and the driving force behind success in a highly competitive, global industry. Lattice continually strives to provide a comprehensive compensation and benefits program to attract, retain, motivate, reward and celebrate the highest caliber employees in the industry.
Lattice is an international, service-driven developer of innovative low cost, low power programmable design solutions. Our global workforce, some 1,000 strong, shares a total commitment to customer success and an unbending will to win. For more information about how our FPGA, CPLD and programmable power management devices help our customers unlock their innovation, visit www.latticesemi.com. You can also follow us via Twitter, Facebook, or RSS. At Lattice, we value the diversity of individuals, ideas, perspectives, insights and values, and what they bring to the workplace. Applications are welcome from all qualified candidates.
As an E-Verify employer, we use this system to confirm the employment eligibility of all new hires in accordance with federal law. All applicants will be required to complete a Form I-9, Employment Eligibility Verification, upon hire. We do not use E-Verify to pre-screen job candidates and will comply with all E-Verify regulations.
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