Job Summary
This role is responsible for developing, implementing, and maintaining compensation strategies, programs, and practices that are fiscally responsible, consistent, equitable, and market competitive. This role ensures that compensation initiatives align with organizational goals, support workforce engagement, and reflect the organization’s core values. This position will provide expert guidance to HR Business Partners and leaders, supports job evaluations, and leverages data to drive compensation-related decisions.
This is What You’ll Do
- Evaluate and benchmark jobs using established methodologies (ex. market pricing) to ensure internal equity and external competitiveness.
- Conduct market analysis and maintain salary structures based on labor market data, geographic differentials, and compensation trends.
- Develop compensation proposals and cost models for merit increases, promotions, adjustments, and market realignments.
- Collaborate on the design and administration of incentive and variable pay programs that align with performance and organizational outcomes.
- Assist in the administration of the annual compensation planning cycle, including salary planning, incentive payouts, and budgeting.
- Ensure adherence to legal, regulatory, and internal policy compliance (e.g., FLSA, pay transparency, pay equity).
- Partner with stakeholders to ensure compensation programs are accurately reflected and administered in systems.
- Develop and maintain a standardized job architecture including job families, levels, and titles.
- Lead job analysis and in collaboration with managers to ensure role clarity and classification accuracy.
- Facilitate the job evaluation process and recommend appropriate salary grades, ranges, and exemption status.
- Provide consultative support to HR and business leaders on compensation strategies, decisions, and market insights.
- Deliver training and education on compensation practices and philosophy to HR partners and management teams.
- Foster collaborative relationships across departments to ensure compensation decisions are transparent, equitable, and aligned with organizational goals.
- Maintain compensation data integrity in HR systems, ensuring data accuracy and consistency.
- Create, implement, and prepare regular and ad hoc compensation reports, dashboards, and analytics to support executive decision-making.
- Monitor internal pay practices and conduct audits to identify and correct anomalies or inequities.
- Performs other duties as assigned
This is What it Takes
- Bachelor’s degree.
- Five (5) years’ progressive compensation OR applicable experience.
- Deep expertise in incentive plan design, modeling, and communication.
- Strong understanding of executive compensation and total rewards philosophy preferred.
- Strategic thinker with strong financial acumen.
- Exceptional communication and stakeholder management skills.
- Proficiency in Excel, data visualization, and compensation planning tools.
- Proven ability to influence and build relationships at all levels.
Physical Requirements
- Position works in-office at the corporate location
- Ability to sit for extended periods of time
- Ability to use a computer and other office equipment
- Ability to occasionally lift and carry up to 20 pounds
- Ability to reach, bend, and stoop as necessary
- Ability to communicate effectively, both verbally and in writing
- Ability to focus and concentrate on tasks for extended periods
- Ability to navigate the office environment safely, including stairs and elevators (if applicable)
- Ability to travel up to 20% via airplane or vehicle (if applicable)
- Ability to use assistive devices if needed for mobility or communicatio
