Job description
Who we are is what we do.
Deel is the all-in-one payroll and HR platform for global teams. Our vision is to unlock global opportunity for every person, team, and business. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, and equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 100+ countries—helping businesses scale smarter, faster, and more compliantly.
Among the largest globally distributed companies in the world, our team of 5,000 spans more than 100 countries, speaks 74 languages, and brings a connected and dynamic culture that drives continuous learning and innovation for our customers.
Why should you be part of our success story?
As the fastest-growing Software as a Service (SaaS) company in history, Deel is transforming how global talent connects with world-class companies – breaking down borders that have traditionally limited both hiring and career opportunities. We’re not just building software; we’re creating the infrastructure for the future of work, enabling a more diverse and inclusive global economy. In 2024 alone, we paid $11.2 billion to workers in nearly 100 currencies and provided healthcare and benefits to workers in 109 countries—ensuring people get paid and protected, no matter where they are.
Our momentum is reflected in our achievements and customer satisfaction: CNBC Disruptor 50, Forbes Cloud 100, Deloitte Fast 500, and repeated recognition on Y Combinator’s top companies list – all while maintaining a 4.83 average rating from 15,000 reviews across G2, Trustpilot, Captera, Apple and Google.
Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you’ll tackle complex challenges that impact millions of people’s working lives. With our momentum—backed by a $12 billion valuation and $800 million in Annual Recurring Revenue (ARR) in just over five years—you’ll drive meaningful impact while building expertise that makes you a sought-after leader in the transformation of global work.
This is not a sales operations role and does not calculate commission or incentive payments for sales teams. Candidates must have direct experience in being a compensation partner that designs and supports competitive compensation practices (creating OTE ranges, pay mix, etc) for sales roles.
Summary
The Compensation Analyst will play a key role in supporting our global compensation strategy and programs, specifically for the Sales organization. This role is designed for someone eager to expand their knowledge of compensation programs on a global scale operating in over 100 countries. Reporting directly to the Global Head of Total Rewards, this position will directly contribute to the overall success of employee compensation programs and retention.
This is not a sales operations role and does not calculate commission or incentive payments.
Responsibilities
The role involves collaborating with various internal stakeholders, including HR Business Partners, Talent Acquisition, Finance, and sales department leaders to provide compensation insights and guidance.
Participate in compensation surveys, gather and organize compensation data from various internal and external sources to support the evaluation of industry trends to support compensation decisions and talent retention.
Evaluate new and existing roles for appropriate job level and salary ranges (OTE, pay mix, etc). Create new salary ranges as needed.
Provide recommendations for compensation adjustments based on job evaluations, pay gap analysis, market data, and internal equity.
Support the maintenance and updates of our salary structure to ensure alignment with business objectives and market changes.
Maintain compensation data and job architecture, ensuring accuracy and integrity.
Support the annual compensation review process, including salary increases, promotions, and other internal movement programs.
Approve new hire offers and make recommendations for internal movement.
Prepare and validate compensation data for presentations to leadership, offering insights and recommendations.
Assist in ensuring that compensation practices comply with all local and international labor laws, including Fair Labor Standards Act (FLSA), Equal Pay Act, pay transparency, and other governance requirements.
Support the preparation of compensation-related reports and documentation for audits, governance, or regulatory purposes.
Assist in the design and implementation of new compensation programs.
Identify opportunities for process improvements and automation.
Stay informed about emerging compensation trends, technologies, and best practices for sales departments.
Desired skills and competencies
3+ years of demonstrated compensation experience in a multi-country environment. Must have supported sales organizations.
Understanding of global compensation principles, regulations, compliance, and market trends.
Experience with participating in compensation surveys. Aon is highly preferred.
Strong Excel and/or Google Sheets skills are required. Must be able to manage large data sets and perform functions such as table array, index match, vlookup, etc.
Outstanding attention to detail and quantitative/qualitative analysis skills.
Takes initiative and uses good judgment; excellent follow-up skills.
Excellent organizational skills and ability to manage and execute tasks in a very fast paced environment.
Excellent communication and interpersonal skills, with the ability to collaborate with different departments.
Recognizes confidential, sensitive, and proprietary information and maintains confidentiality.
Strong analytical skills, with the ability to proactively analyze data and make recommendations based on findings.
Experience working with global, remote audiences is strongly preferred.
This job description is not intended to be all-inclusive. The team member may perform other related duties as required to meet the ongoing needs of the organization.
Total Rewards
Our workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all.
Some things you’ll enjoy
Stock grant opportunities dependent on your role, employment status and location
Additional perks and benefits based on your employment status and country
The flexibility of remote work, including optional WeWork access
At Deel, we’re an equal-opportunity employer that values diversity and positively encourage applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics.
Unless otherwise agreed, we will communicate with job applicants using Deel-specific emails, which include @ deel.com and other acquired company emails like @ payspace.com and @ paygroup.com . You can view the most up-to-date job listings at Deel by visiting our careers page .
Deel is an equal-opportunity employer and is committed to cultivating a diverse and inclusive workplace that reflects different abilities, backgrounds, beliefs, experiences, identities and perspectives.
Deel will provide accommodation on request throughout the recruitment, selection and assessment process for applicants with disabilities. If you require accommodation, please inform our Talent Acquisition Team at [email protected] of the nature of the accommodation that you may require, to ensure your equal participation.
We use Covey as part of our hiring and/or promotional processes. As part of the evaluation process, we provide Covey with job requirements and candidate-submitted applications. Certain features of the platform may qualify it as an Automated Employment Decision Tool (AEDT) under applicable regulations. For positions in New York City, our use of Covey complies with NYC Local Law 144.
We began using Covey Scout for Inbound on March 30, 2025.
For more information about our data protection practices, please visit our Privacy Policy. You can review the independent bias audit report covering our use of Covey here: https://getcovey.com/nyc-local-law-144
