HR & Compensation Analyst (34165)

Who We Are

At KLS Martin, we offer a unique opportunity to contribute to the success of a dynamic and thriving company whose products are used daily across the world to help surgical patients.

The KLS Martin Group is a worldwide leader in creating surgical solutions for the craniomaxillofacial and cardiothoracic fields. Surgical innovation is our passion, and we are constantly working with surgeons to improve surgical care for their patients. Our product portfolio includes titanium and resorbable implants for reconstruction, innovative distraction devices to stimulate bone lengthening, over 4,000 surgical instruments, and other surgical products designed specifically for CMF and cardiothoracic surgeons.

KLS Martin is an innovative leader in the treatment of CMF deformities and trauma cases. We use Individual Patient Solutions (IPS) by using our proprietary IPS products where CT scans are used to custom design implants that are created specifically for that individual patient. This technology allows our surgeons to provide the best-in-class treatment for their patients.

KLS Martin Guiding Principles

• Established, Privately Held Business Group – Responsive to customers, not shareholders. KLS Martin has manufactured medical products since 1896, and we have sold our products in the United States under the KLS name since 1993. We have always been, and always will be, privately owned.
• Patient Focus – We design products with the patient in mind – CMF, Thoracic & Hand
• Product to Table – Integrated planning, design, manufacturing and distribution process
• Educational Partner – Our primary focus for support is on education
• Inventory Alliance – Inventory management is critical to patient treatment/outcome
• Surgical Innovation is Our Passion – More than just a tagline

What We Offer

• We provide full-time employees with a competitive benefits package, including paid parental leave
• In-house training and professional development opportunities
• A culture of creativity and innovation by drawing on diverse perspectives and ideas to drive surgical innovation

Job Summary

The HR & Compensation Analyst sits within Human Resources and partners closely with Finance to support workforce planning, compensation analysis, and headcount budgeting. This role is responsible for delivering accurate, data-driven insights that inform hiring plans, organizational structure, and financial forecasting. The position plays a critical role in aligning people strategies with business and financial objectives, while also supporting workforce forecasting and operational analytics.

Essential Functions, Duties, and Responsibilities

Workforce Planning & Headcount Management

• Develop, maintain, and monitor headcount plans in alignment with approved budgets

• Track actuals vs. plan and produce variance analysis with clear drivers

• Support annual budgeting, monthly forecasts, and scenario modeling

• Maintain position control and ensure alignment between approved roles, requisitions, and financial plans

Compensation Analysis & Governance

• Conduct market benchmarking and support pay structure design

• Analyze internal equity and provide data-driven compensation recommendations

• Support compensation cycles (merit, bonus, incentives) with modeling and validation

• Ensure compensation actions align with budget constraints and governance standards

• Ensure compliance with federal, state, and local compensation regulations (pay transparency, FLSA classification, pay equity)

Workforce Analytics & Forecasting

• Build workforce forecasts tied to hiring plans, attrition, and business demand

• Monitor workforce performance and provide real-time operational insights

• Deliver trend analysis to support strategic planning and daily decision-making

• Provide forecast inputs and recommendations to HR and Finance

• Support audits related to compensation, headcount and HR data

• Implement controls to ensure data accuracy across HR and Finance systems

HR Data, Reporting & Insights

• Develop and maintain dashboards for headcount, compensation, and workforce metrics

• Analyze key metrics (turnover, hiring velocity, span of control, cost per head)

• Translate data into actionable insights for HR leadership and business stakeholders

• Ensure accuracy, consistency, and integrity of HR and financial data

• Identify opportunities to streamline and automate reporting, forecasting and compensation processes

Cross-Functional Partnership (HR–Finance Alignment)

• Act as primary liaison between HR and Finance for workforce and budget planning

• Align recruiting activity with approved headcount and financial targets

• Support organizational design, restructuring, and cost modeling initiatives

• Provide data support for business cases and leadership decision-making