Sr Compensation Partner.

Accountabilities

• Serve as a strategic compensation partner to assigned business groups, building trusted relationships with executives, People Business Partners, Talent Acquisition, Finance, and other stakeholders.

• Analyze complex compensation challenges, clarify business needs, and recommend practical solutions aligned with compensation philosophy, market conditions, internal equity, and budgetary requirements.

• Advise leaders and HR partners on salary decisions, job evaluations, hiring, promotions, transfers, retention, compensation policies, and related guidelines.

• Lead annual compensation programs, including performance-based pay increases, bonus and incentive planning, equity recommendations, promotions, compensation budgets, and program administration.

• Coordinate compensation cycle execution with HR, Finance, HRIS, and business leaders to ensure accurate, timely, and consistent implementation.

• Identify recurring challenges and opportunities to improve compensation processes, tools, and program effectiveness.

• Configure, test, and support compensation technology used for performance management and salary planning, including implementation planning, issue resolution, and rollout activities.

• Develop training sessions, manager resources, job aids, and communications that help stakeholders understand compensation programs and make informed decisions.

• Coach and mentor junior compensation team members on market pricing, job evaluation, data analysis, program execution, and stakeholder communication.

• Review team deliverables, share technical expertise, and provide constructive feedback to strengthen accuracy, consistency, and professional development.

• Partner across functions to establish scalable compensation processes, strengthen governance, and maintain appropriate documentation, approvals, and controls.

• Apply compensation policies and relevant federal and state regulations, including Fair Labor Standards Act (FLSA) requirements related to minimum wage, overtime, and employee exemption classifications.

• Participate in compensation audits, data reviews, and risk assessments while protecting confidential employee information and exercising sound judgment on sensitive legal or financial matters.

• Support HRIS and compensation technology enhancements through requirements gathering, testing, documentation, and implementation.

• Conduct ad hoc compensation analyses and contribute to broader projects and continuous improvement initiatives.

• Use approved AI-enabled tools and automation to support research, benchmarking, scenario analysis, data synthesis, and the preparation of presentations and manager guidance.

• Validate AI-generated outputs against source data and business context, assess potential bias and fairness concerns, and maintain human accountability for recommendations and decisions.

• Ensure confidential compensation and employee data are handled in accordance with applicable privacy, security, and acceptable-use requirements.

Requirements:

• Bachelor’s degree in Human Resources, Finance, Business, or a related field.

• At least five years of compensation-focused experience, ideally covering both compensation program design and execution and strategic business partnership.

• Preferred: Seven or more years of progressive compensation experience, including advising business leaders and supporting programs in complex, multi-location, or regulated organizations.

• Preferred: Certified Compensation Professional (CCP) designation, progress toward certification, or another relevant compensation or HR certification.

• Demonstrated expertise in compensation program design and delivery, market benchmarking, salary survey participation, and job architecture or leveling frameworks.

• Experience managing compensation cycles end to end, including budget modeling, manager enablement, complex case resolution, and stakeholder reporting.

• Strong financial modeling and analytical capabilities, including advanced proficiency in Microsoft Excel or Google Sheets and the ability to build, validate, and quality-check compensation models.

• Familiarity with compensation market-data providers and benchmarking platforms such as Radford, Mercer, or similar services.

• Knowledge of incentive and equity-based compensation programs is an advantage.

• Excellent written and verbal communication skills, with the ability to explain complex compensation concepts and analytical findings to non-specialist audiences.

• Strong stakeholder management and influencing skills, including the ability to present clear, data-driven recommendations to senior leaders and executive audiences.

• Sound judgment, structured problem-solving abilities, and the capacity to manage competing priorities while maintaining strict confidentiality.

• Demonstrated ability to coach and mentor colleagues, review work products, and provide constructive professional guidance.

• Experience working with Finance, Legal, People, or other general and administrative functions is beneficial, as is experience in a high-growth or rapidly evolving environment.

• Experience developing compensation training materials, improving processes, or implementing compensation technology is preferred.

• Ability to use AI-enabled tools responsibly, validate analytical outputs, consider bias and fairness, and safeguard sensitive information.

Benefits:

• Competitive annual base salary, with location-specific ranges:

  • $101,167–$204,439 in New Jersey, New York, Washington, Hawaii, Alaska, Maryland, Connecticut, Rhode Island, and Massachusetts.

  • $91,970–$185,853 in Nevada, Oregon, Arizona, Colorado, Wyoming, Texas, North Dakota, Minnesota, Missouri, Illinois, Wisconsin, Florida, Georgia, Michigan, Ohio, Virginia, Pennsylvania, Delaware, Vermont, New Hampshire, and Maine.

  • $82,773–$167,268 in Utah, Idaho, Montana, New Mexico, South Dakota, Nebraska, Kansas, Oklahoma, Iowa, Arkansas, Louisiana, Mississippi, Alabama, Tennessee, Kentucky, Indiana, South Carolina, North Carolina, and West Virginia.

  • In California, the typical hiring range is $137,523–$168,083.

  • Eligibility for incentive bonus programs, potentially including performance-based, holiday, and referral bonuses.

  • Remote work flexibility from anywhere in the United States for most positions.

  • Paid time off, including vacation, sick leave, nine company holidays, and volunteer hours.

  • Medical, dental, vision, life, and pet insurance.

  • 401(k) retirement savings plan with company matching.

  • Education assistance and opportunities for professional and personal development.

  • Career advancement and promotional opportunities.

  • Employee recognition programs.

  • Health and wellness resources, including complimentary mental health therapy and coaching sessions.

  • Childcare and eldercare support resources.

  • An inclusive and collaborative work environment that values diverse perspectives and employee growth.