Deep experience specifically in compensation strategy and analytics.
Proven track record of influencing compensation programs in complex organizations.
Expertise in salary structures, job evaluation, and broad-based compensation practices.
Hands-on experience with pay compression and market equity issues.
Strong analytical skills for data handling and scenario modeling.
Experience in leading annual compensation planning and collaboration with Finance.
Effective communication skills for executive-level engagement.
Responsibilities
Assess and recommend enhancements to compensation philosophy and structure.
Lead market pricing and benchmarking for actionable leadership insights.
Evaluate and improve salary structures and job architecture.
Analyze compensation trends to pinpoint areas for action.
Build financial models for proposed compensation changes.
Support planning activities for merit increases and incentive programs.
Develop transparent methodologies for job evaluation and compensation decisions.
Benefits
Comprehensive compensation package.
Opportunities for professional development and certification support.
Collaborative work environment with cross-functional partnerships.
Access to advanced compensation analytics and technology.
Flexibility in working arrangements to promote work-life balance.
Full Job Description
WHAT YOU WILL BE RESPONSIBLE FOR
Assess the current compensation environment and develop recommendations to strengthen overall compensation philosophy, structure, and governance.
Lead market pricing and benchmarking efforts, translating external compensation data into actionable recommendations for leadership.
Evaluate and evolve salary structures, pay grades, ranges, job levels, and broader job architecture.
Analyze compensation compression, internal equity, market competitiveness, and other pay-related trends to identify areas requiring action.
Build financial models and scenario analyses to understand the cost and organizational impact of proposed compensation changes.
Lead or support annual compensation planning activities, including merit increases, promotional adjustments, market adjustments, and incentive planning.
Establish consistent methodologies for job evaluation, leveling, market matching, and compensation decision-making.
Partner with HR and Talent Acquisition on compensation for new hires, promotions, retention situations, and difficult-to-price roles.
Partner closely with Finance to ensure compensation recommendations align with budgeting and workforce planning priorities.
Develop compensation reporting, dashboards, and analytics that give leadership better visibility into trends, risks, and opportunities.
Monitor evolving compensation practices, pay transparency requirements, and market trends while ensuring programs remain competitive, equitable, and well governed.
Translate complex compensation analysis into clear recommendations that senior leaders and non-compensation stakeholders can understand and act upon.
THE BACKGROUND THAT FITS
Deep, progressive experience specifically within compensation, with a career foundation rooted in compensation strategy, analytics, and program design rather than primarily blended compensation and benefits responsibilities.
Demonstrated experience owning or significantly influencing compensation programs within a complex organization.
Strong knowledge of salary structures, market pricing, benchmarking, job evaluation, job architecture, leveling, and broad-based compensation practices.
Hands-on experience identifying and addressing pay compression, internal equity concerns, market gaps, and structural compensation challenges.
Exceptional analytical capabilities with the ability to work through large data sets, model scenarios, identify trends, and convert findings into practical business recommendations.
Experience leading annual compensation planning processes and partnering with Finance around budgeting and cost modeling.
Strong executive communication and stakeholder management skills, with the ability to confidently present findings, challenge assumptions, and influence compensation decisions.
Comfortable operating as both a strategic leader and a hands-on compensation practitioner.
Advanced Excel and compensation modeling capabilities expected; experience with compensation survey platforms, HRIS tools, and compensation planning technology strongly preferred.
Bachelor's degree or equivalent relevant experience expected; CCP or comparable advanced compensation expertise is a plus.
