Core Responsibilities
- Leads the development, review, and optimization of job descriptions and job families; ensures consistency, clarity, and alignment within the job architecture framework.
- Partners with leaders and subject‑matter experts to conduct job evaluations; perform advanced analyses to determine appropriate job leveling, career pathways, and FLSA classifications.
- Conducts complex market pricing and compensation benchmarking; evaluates multiple data sources to determine competitive pay positioning and recommend strategy adjustments.
- Leads the design, modeling, and maintenance of salary structures, pay grades, and compensation guidelines; recommends enhancements to ensure ongoing market competitiveness.
- Designs and executes large‑scale compensation analyses, including pay equity, compression, and workforce trends; presents findings and recommendations to HR leadership and executives.
- Serves as a key advisor to HR Business Partners and leaders on offers, promotions, transfers, pay adjustments, and organizational design changes.
- Oversees the administration and governance of variable compensation programs; ensures program design integrity, compliance with plan criteria, and accuracy of payouts.
- Develops communication strategies and materials to educate employees and leadership on compensation programs, pay decisions, and regulatory changes.
- Supports and often leads annual programs including merit, bonus, and compensation planning cycles; drives process improvements and cross‑functional alignment.
- Ensures compensation programs comply with applicable federal, state, and local regulations; monitors legal and market changes, recommending updates as needed.
- Advises on and supports system configuration needs for compensation‑related data in HRIS platforms; ensures data integrity, accuracy, and downstream impact awareness.
- Creates and delivers executive‑ready dashboards, reports, insights, and recommendations using advanced analytics.
Identifies and implements opportunities for process automation, efficiency, and optimization within compensation workflows.
Requirements
- Bachelor’s degree; CCP strongly preferred but not a requirement.
- 4-6+ years of compensation experience, with the ability to lead special projects, compensation programs and initiatives.
- Proficient use of Excel, including pivot tables, modeling, scenario analysis, and data visualization
- International Compensation experience a plus but not required
- Experience conducting job evaluations, market pricing, salary structure design, and pay equity analysis.
- Proven proficiency with compensation and HRIS platforms such as Payfactors/MarketPay, Workday, UKG, or comparable systems; ability to perform data audits, troubleshoot issues, and manage system workflows.
- Proficient use of e Excel, including modeling, scenario analysis, and data visualization.
- Experience supporting or leading annual compensation cycles, including merit, bonus, and market adjustment programs.
- Ability to partner with HR Business Partners, executives, and cross‑functional teams to influence decisions and guide compensation strategy.
