Provides strategic consultation and guidance on compensation philosophy, programs, practices, and governance. Plays a leading role in the design, analysis, implementation, and continuous improvement of compensation programs that support business objectives, talent strategies, market competitiveness, and regulatory compliance.
Key Duties and Responsibilities
Influences the development, implementation, and continuous improvement of compensation programs, policies, and strategies that support organizational objectives, workforce needs, market competitiveness, internal equity, and regulatory compliance.
Serves as a trusted advisor to executive leadership, Human Resources leaders, Human Resources Business Partners, and business leaders on complex compensation matters, including job evaluations, organizational restructures, workforce transformations, and critical talent retention strategies.
Conducts complex compensation analyses, including market pricing, organizational design impacts, compensation competitiveness, pay equity, and off-cycle reviews; develops business cases, cost analyses, methodologies, and executive-level recommendations to support compensation decisions.
Collaborates in the design, evaluation, and implementation of compensation structures, salary administration programs, incentive plans, recognition programs, and other pay initiatives.
Influences the design, implementation, governance, and continuous improvement of the organization's job architecture, including career frameworks, job families, leveling methodologies, and job evaluation practices to support workforce planning, career development, and pay program effectiveness
Serves as a project lead for large-scale compensation initiatives and enterprise-wide projects by establishing project plans, implementation strategies, communication approaches, and stakeholder engagement plans; influences cross-functional teams without direct reporting authority. This may include preparing executive compensation analysis and materials for the Executive Compensation Committee (ECC) of the Board.
Identifies and implements opportunities to enhance compensation processes, systems, reporting capabilities, and operational effectiveness.
Designs and delivers compensation education, communication, and change management strategies to strengthen leader and employee understanding of compensation programs and practices.
Mentors and provides technical guidance to compensation staff and other Human Resources professionals.
Regular and reliable attendance is required in performance of job.
Employee may be required to perform additional duties as assigned.
Education Requirements
Bachelor's degree in human resources, business administration or related field preferred; or an equivalent combination of education and additional work experience. (Typically, one and a half to two years of relevant experience is equivalent to one year of formal education.)
Experience
In addition to education, this role typically calls for eight to ten years of relevant professional experience. (Minimum of seven years' relevant experience are required).
Experience designing, implementing, and administering compensation programs and policies.