Job Overview

We are seeking a strategic compensation professional to partner with assigned business groups, providing consultation, analysis, guidance, and program support across all areas of compensation.

As a Senior Compensation Partner, you will work closely with business leaders, HR Business Partners, Talent Acquisition, Finance, and other stakeholders to develop practical, market-informed, and internally equitable compensation solutions that support our business objectives and help attract, engage, and retain great talent.

You’ll bring strong compensation expertise, analytical capabilities, and a consultative mindset to help leaders make informed pay decisions while supporting the continued evolution of our compensation programs, processes, and systems.

This position operates in a hybrid work environment, with two days per week on-site in our Manchester, CT office and three days per week remote. This role does not require regular travel.

Key Skills for Success

To excel in this role, you will need to demonstrate strengths in the following skill areas:

Core Competencies & Expertise

• Compensation Consulting: Serve as a trusted compensation partner to assigned business groups, providing practical, business-oriented guidance on job evaluations, market pricing, salary recommendations, internal equity, promotional increases, retention considerations, and offers.
• Market Analysis & Insights: Use compensation surveys, external benchmarks, and internal data to develop data-driven recommendations for base pay, incentives, and other compensation actions.
• Job Evaluation & Pay Governance: Evaluate roles and organizational structures to support appropriate job leveling, pay alignment, and consistency with compensation philosophy, career frameworks, and governance standards.
• Compensation Planning: Support annual compensation planning processes, including salary structure administration and merit planning, with a focus on accuracy, consistency, compliance, and alignment with budget guidelines.
• Pay Equity & Workforce Analytics: Analyze compensation trends, pay equity, salary compression, turnover, and other workforce metrics to identify risks, opportunities, and recommended actions.
• Cross-Functional Partnership: Partner closely with HR Business Partners, Talent Acquisition, Finance, and business leaders to support competitive and equitable compensation decisions for new hires, transfers, promotions, and broader organizational needs.
• Program & Process Improvement: Support the design, implementation, and continuous improvement of compensation programs, policies, processes, systems, tools, and communications.
• Compliance & Governance: Apply compensation policies and approval processes consistently while supporting compliance with applicable federal, state, and local regulations, including FLSA, minimum wage, and pay transparency requirements.
• Communication & Influence: Translate complex compensation data and concepts into clear, actionable insights and recommendations for HR and business leadership.
• Project Execution: Represent Compensation on cross-functional projects, organizational changes, restructures, and other initiatives impacting pay programs and job structures while effectively managing multiple priorities and deadlines.

Preferred Competencies & Skills

• Certified Compensation Professional (CCP) designation.
• Advanced proficiency with Microsoft Excel.
• Experience working with Workday or another HRIS.
• Experience with compensation planning tools, survey platforms, and reporting systems; MarketPay experience is preferred.
• Strong business acumen and an understanding of workforce dynamics and financial considerations.
• Demonstrated ability to build trusted relationships and consult effectively with business leaders and HR partners.
• Strong analytical judgment with the ability to identify trends, develop recommendations, and clearly communicate findings.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field; equivalent work experience may be considered.
• 5+ years of progressive experience in compensation, total rewards, HR analytics, or a related HR discipline.
• Demonstrated knowledge of compensation principles, job evaluation, market pricing, salary structure administration, incentive plan design and administration, and pay governance.
• Strong analytical skills with the ability to interpret complex data, identify trends, develop recommendations, and communicate findings effectively.
• Experience consulting with HR partners, business leaders, and cross-functional stakeholders on compensation decisions and people-related business issues.
• Knowledge of applicable compensation-related laws and regulations, including FLSA and pay transparency requirements.
• Ability to work effectively with confidential and sensitive employee, compensation, and business information.
• Must be at least 18 years old to be considered for employment with Bob’s.

Physical Demands

• Ability to sit for extended periods and work at a computer.
• Ability to operate a computer and other office equipment.
• Ability to identify, assess, and observe detail, and to see, hear, and speak regularly.

Expected Base Pay Not Including Potential Commissions, Incentive, Bonus, etc. Opportunities: