Key Relationships:

• North America Human Resources Leadership Team ( HRLT)

• North America leadership and colleagues

• Group Total Rewards Team

• Key suppliers, partners and consultants

• Relevant external associations

Job Summary:

The Compensation Partner develops and advances strategic and operational priorities in conjunction with the Compensation leadership team. This role proactively identifies compensation-related risks, develops mitigation plans, and focuses on creating and executing strategic compensation strategies and project plans to ensure timely deliverables.  This position requires strong collaboration and partnership with internal stakeholders and leaders throughout the organization to gain insight and buy-in for programs. responsible for the full lifecycle of broad-based compensation programs, including market analysis, program design, and administration. This role requires expertise in managing annual pay cycles, bonus plans, and leading cross-functional projects.

Key Performance Indicators: 

• Growth: Support compensation programs that enable the business to attract key talent 

• Budgets: Synergy benefit offerings and  delivery (People & Spend)

• People: Retention / Engagement / Enablement / Development 

Principal Duties and Responsibilities:

• Lead network-wide compensation initiatives, including the development and implementation of comprehensive compensation programs, salary range and grading structures, and sophisticated commission and incentive programs.

• Cultivate strategic partnerships with senior stakeholders and business leaders to drive the successful execution of complex compensation and total rewards strategies, ensuring alignment with organizational goals.

• Provide expert knowledge and support on wage and hour regulations, ensuring compliance within compensation practices.

• Leverage advanced analytical techniques to deliver actionable insights that inform strategic compensation decisions and drive program optimization.

• Provide strategic and operational management of broad-based compensation programs, encompassing market analysis, program design, administration, annual pay cycles, bonus plans, and cross-functional project leadership.

• Develop and implement proactive strategies to address and mitigate pay equity and compression risks, ensuring fair and equitable compensation practices.

• Provide expert consultation and leadership on cross-functional and corporate project teams, driving strategic initiatives and delivering impactful results.

• Maintain and enforce expert-level knowledge of all applicable wage and hour regulations, policies, and procedures, ensuring organizational adherence and minimizing risk.

• Conduct in-depth market research and cultivate external relationships to identify emerging compensation trends and best practices, informing the development of innovative strategies.

• Provide expert coaching and mentorship to leaders and HR professionals, elevating compensation knowledge and capabilities across the organization.

• Collaborate with HR Centers of Excellence (COEs) to provide strategic program feedback and recommendations, driving continuous improvement and ensuring seamless execution of HR initiatives.

• Drive and execute highly complex and strategic ad hoc compensation projects as assigned, demonstrating exceptional problem-solving and project management skills.

Required Experience:

• Minimum 5+ years of progressive experience in broad-based compensation, with a proven track record of managing annual pay cycles, bonus plans, and equity programs.

• Demonstrated expertise in conducting market analysis, designing compensation programs, and administering complex compensation plans.

• Strong working knowledge of wage and hour laws and regulations, with the ability to provide expert guidance and ensure compliance.

• Proven experience leading cross-functional compensation projects, including M&A integrations, system implementations, and pay equity analyses.

• Experience working within a publicly traded organization, and a solid understanding of the complexities of executive compensation and equity administration.

Required Leadership Traits and Characteristics:

• Strong analytical and problem-solving abilities with a strong understanding of compensation components and legal requirements

• Ability to interact and direct vendors and their services

• Ability to influence with data

• Strong communication skills 

• Good change management skills

Formal Education, Qualifications or Training:

• Bachelor’s degree in Human Resources or related field or equivalent years of professional experience.

• Minimum 5+ years of progressive experience in broad-based compensation with progressive responsibility

• Certified Compensation Professional (CCP) designation

• Advanced proficiency with HRIS systems, particularly Workday, and advanced data analysis tools.

• Experience in the implementation, and administration of various types of compensation programs including the development and maintenance of pay structures and annual pay programs

• Ability to present detailed concepts and market considerations in an approachable way

• Excellent analytical and quantitative skills

• Experience in M&A projects, and/or integration projects is a plus

• Demonstrable working knowledge of wage & hour concepts, laws and regulations, and human resources systems and reporting tools

• Advance skills in Microsoft Office (Word, Excel, PowerPoint) or Google Business (Docs, Sheets, Slides,etc.) applications

• Strong oral and written communication skills