Senior Compensation Partner

About Us

At Prenuvo , we are on a mission to flip the paradigm from reactive “sick-care” to proactive health care. Our award-winning whole body scan is fast (under 1 hour), safe (MRI has no ionizing radiation), and non-invasive (no contrast). Our unique integrated stack of optimized hardware, software, and increasingly AI, coupled with the patient-centric experience across our domestic and global clinics, have allowed us to lead the change against “we caught it too late again".

We are seeking a highly analytical, detail‑driven, and proactive Senior Compensation Analyst to play a key role in executing and supporting our Total Rewards strategy. This role will drive data integrity across compensation planning and reporting while providing insights to leadership.

This individual contributor will serve as a compensation subject‑matter expert, with particular emphasis on HRIS‑based analytics, manual data consolidation across disparate systems, and producing executive‑ready insights that guide decision‑making.

This role does not provide visa sponsorship. Applicants must be legally authorized to work in the United States at the time of hire and must not require employer sponsorship for a work visa (current or future).

Help reshape the world through proactive healthcare while working with cutting-edge technology and high performing teams with deep expertise - join us to make a difference in people’s lives!

What You'll Do

Compensation & Total Rewards (80%)

Compensation Planning & Administration

Support annual merit and bonus cycles, including scenario modeling, forecasting, and budget tracking.

Refine and maintain advanced compensation models—salary structures, pay bands, incentive designs, and cost analyses.

Partner closely with FP&A to ensure compensation recommendations align with budgetary guardrails and financial strategy.

Prepare executive‑level dashboards, presentations, and analyses for leadership and Board committees.

Job Architecture & Benchmarking

Conduct market benchmarking using survey providers (Pave, Mercer, Radford, Payscale, etc.).

Maintain and enhance job leveling frameworks; ensure consistent, equitable role alignment.

Evaluate new and updated roles for internal equity and competitive market position.

Data Analysis, HRIS Utilization & Reporting

Utilize HRIS platforms (e.g., Workday, Rippling, ADP, UKG, SuccessFactors) to extract, validate, and analyze compensation and workforce data.

Independently gather, clean, and reconcile data from multiple systems (HRIS, ATS, Finance, etc.) to create unified insights in a single reporting environment.

Identify trends, compression risks, pay equity gaps, and financial impacts using advanced analytics.

Develop automated and ad‑hoc dashboards to support ongoing and strategic compensation decision‑making.

Support cyclical and ongoing pay equity reviews and regulatory compliance reporting.

Governance & Policy