Service Center

Job Summary
The Compensation Business Partner supports the organization's compensation programs and serves as a day-to-day resource for HR partners and people managers on pay matters. Reporting to the Senior Manager of Compensation, this role applies sound compensation principles and analytical rigor to market pricing, job evaluation, pay recommendations, and program administration. The Compensation Business Partner helps ensure pay decisions are competitive, internally consistent, and compliant, and contributes to the smooth execution of recurring compensation processes and cycles.

Key Responsibilities
Compensation Support & Consultation:
- Serve as a resource for HR Business Partners, Talent Acquisition, and people managers on compensation questions.
- Provide recommendations on offers, promotions, internal equity, and off-cycle pay actions in line with established guidelines and pay structures.
- Help managers and HR partners understand and apply compensation philosophy, policy, and processes.

Market Pricing & Job Architecture:
- Conduct market pricing and benchmarking using salary survey data and recommend appropriate pay ranges.
- Perform job evaluation and leveling, and help maintain job families, the job catalog, and a consistent job architecture.
- Support the maintenance of salary structures, grades, and ranges, and flag competitiveness concerns.

Compensation Cycles & Program Administration:
- Support the execution of annual compensation cycles, including merit, bonus, and progression/promotion planning and processing.
- Build and maintain modeling, costing, and budget analyses to support decisions.
- Assist with the administration of corporate-focused variable and incentive pay programs and support the rollout of new or revised plans.

Compliance & Pay Equity:
- Help ensure pay decisions and plans comply with FLSA (including exemption classification and non-exempt incentive structures) and applicable federal, state, and local wage-and-hour requirements.
- Support pay equity reviews and help maintain accurate, audit-ready documentation.
- Support minimum wage reviews and updates ensuring compliance with all state and local minimum wage requirements.

Analytics & Tools:
- Prepare reports, dashboards, and analyses that provide visibility into pay positioning, cost, and risk.
- Maintain accurate compensation data in the HRIS/compensation system of record and support data integrity efforts.
- Identify opportunities to standardize and streamline recurring compensation processes.

Qualifications
- Bachelor’s degree in business, Human Resources, Finance, or a related field, or equivalent experience.
- Minimum of 7 years of compensation experience, including market pricing, job evaluation, and partnering with HR and managers.
- Working knowledge of compensation principles, salary survey methodology, and FLSA / wage-and-hour regulations.
- Advanced Excel skills (complex formulas, modeling, large data sets) and experience with an HRIS or compensation platform (e.g., Workday).
- Strong analytical, problem-solving, and communication skills, with the ability to explain technical concepts to non-technical audiences.
- Experience supporting annual merit/bonus cycles and administering incentive or commission plans.