Lead and manage the development, administration, and ongoing effectiveness of enterprise compensation programs across multiple business lines, including residential real estate, mortgage, insurance, and settlement services. Serve as the primary compensation consultant to business and HR leaders, translating organizational needs into competitive, equitable, financially responsible, and compliant compensation solutions. This individual contributor role provides enterprise-wide program leadership and exercises significant independence and judgment in the design and management of salary structures, job evaluation frameworks, base pay programs, and incentive compensation plans.

Job Duties and Responsibilities (Essential Job Functions)

Common job activities are listed below; actual position responsibilities may vary. Refer to your manager or human resources for specific duties and performance expectations.

• Manage compensation programs across multiple business lines, ensuring programs remain competitive, equitable, financially responsible, operationally effective, and compliant with applicable requirements.
• Serve as a compensation consultant to HR and business leaders, providing recommendations on compensation decisions, organizational changes, job evaluations, market positioning, and pay-related risks.
• Co-Lead market-pricing activities, including survey participation, benchmarking methodology, market analysis, and recommendations regarding competitive positioning and internal equity.
• Own the development and maintenance of salary structures, pay ranges, geographic differentials, and job evaluation frameworks in alignment with the company's job architecture and operating needs.
• Establish and maintain compensation governance, guidelines, documentation, and decision frameworks that promote consistent and equitable pay practices across operating companies.
• Co-Lead the design, evaluation, implementation, and ongoing management of base pay and incentive compensation programs, including modeling, performance measures, payout structures, plan documentation, and effectiveness reviews.
• Lead complex compensation reviews and initiatives by defining scope, deliverables, stakeholder responsibilities, recommendations, and implementation plans.
• Ensure compliance with applicable laws and regulations (FLSA, pay equity, etc.).
• Partner with and support the compensation leader for compensation analysis and consultation of executive and senior leadership roles, including market benchmarking, competitive assessments, and reporting.
• Identify and lead compensation process improvements, reporting enhancements, controls, and HRIS requirements.
• Develop and deliver compensation communications, tools, and training for HR partners, managers, and business leaders.
• Perform any additional responsibilities as requested or assigned.

Performance Expectations

• Deliver accurate, timely, and well-supported compensation recommendations that balance business objectives, market competitiveness, internal equity, affordability, and compliance.
• Exercise a high degree of independence, judgment, discretion, and accountability when addressing complex or ambiguous compensation matters.
• Build credibility as a trusted compensation consultant with HR, Finance, operational leaders, and senior management.
• Translate complex compensation analyses into clear recommendations, alternatives, risks, and implementation considerations for decision-makers.
• Maintain consistent compensation methodologies, documentation, governance, and controls across operating companies.
• Follow company HR policies, the Code of Business Conduct, and all subsidiary and departmental procedures, including requirements related to confidential company information, punctual and regular attendance, and safe work practices.

Qualifications

Education:

• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or 7-10 years of transferrable experience.

Experience:

• 5-7 years of progressive compensation experience, including experience with market analysis, job evaluation, salary structure design, and compensation program administration.
• Demonstrated experience independently leading compensation programs or enterprise-wide initiatives and consulting with HR and business leaders on complex compensation decisions.
• Experience designing, evaluating, or administering incentive compensation programs.
• Experience supporting organizations with multiple business lines, legal entities, or operating models and experience with executive or senior leadership compensation analysis are preferred.

Knowledge and Skills:

• Advanced knowledge of compensation principles, market-pricing methodologies, salary structure design, job evaluation, incentive compensation, pay equity, and applicable wage and hour requirements.
• Advanced analytical, financial modeling, and problem-solving skills, with the ability to assess alternatives and develop actionable recommendations. Advanced proficiency in Excel and experience with HRIS, compensation planning, market-pricing, and reporting tools.
• Strong consultation, influencing, written, verbal, and presentation skills, including the ability to constructively challenge assumptions and communicate technical compensation concepts to audiences with varying levels of expertise.
• Ability to independently manage compensation programs and initiatives involving multiple stakeholders, competing priorities, and ambiguous situations while exercising sound judgment.
• Strong project and program management skills; ability to provide functional leadership without formal supervisory authority and handle highly confidential information with discretion.

Other (licenses, certifications, schedule flexibility/OT, travel, etc.):

• CCP certification preferred but not required.

Wage: $113,960.00 - $149,500.00 annually; actual wage is based upon education and experience. Potential for annual discretionary bonus.

Benefits: Full suite of benefits including Medical, Health Savings Account, Dental, Vision, Life Insurance, Paid Vacation (PTO), 401(k) with employer match, Flexible Spending Account, and Employee Assistance Program (EAP)