Compensation Consultant

Accountabilities: You will lead compensation initiatives that strengthen organizational structures, improve consistency in pay practices, and support long-term workforce development. Your responsibilities will include: Independently manage complex compensation projects from initial discovery and problem definition through solution design, stakeholder alignment, implementation, and documentation. Develop career paths, job levels, and progression frameworks in collaboration with business leaders, ensuring alignment between roles, titles, and salary ranges. Facilitate working sessions with business leaders, subject-matter experts, and HR partners to clarify business needs, resolve differing perspectives, and reach practical decisions. Research market compensation practices, analyze salary data, and conduct complex job pricing to address challenging compensation scenarios and inform recommendations. Design compensation programs, policies, decision-making tools, and guidance to help leaders make consistent and informed pay decisions. Support the consolidation of local compensation practices into scalable and sustainable national approaches. Partner with HR, Finance, Legal, HRIS, and Learning & Development teams to translate compensation designs into business requirements, communications, and supporting processes. Contribute to the development and continuous improvement of compensation frameworks and practices across a complex organization. Requirements The ideal candidate brings substantial experience in broad-based compensation and the ability to independently develop practical solutions to complex organizational challenges. You should demonstrate the following qualifications: At least 7 years of progressive experience in broad-based compensation, job architecture, compensation consulting, or a closely related field. Proven experience independently designing and implementing compensation solutions within a complex organization. Demonstrated expertise in developing career paths, job levels, progression frameworks, and job architecture. Strong knowledge of compensation principles, salary structures, market pricing, job evaluation, and internal equity. Ability to assess ambiguous business needs, define problems, research alternatives, and recommend practical solutions. Experience leading cross-functional projects and facilitating discussions with senior stakeholders. Strong communication skills, with the ability to explain complex compensation concepts clearly to different audiences. Excellent analytical capabilities, sound professional judgment, and intellectual curiosity. Ability to manage multiple priorities and work independently in a remote environment. Bachelor's degree or an equivalent combination of relevant education and professional experience. Additional experience that would be an advantage includes: Background in insurance, financial services, professional services, or another decentralized organization. Experience leading compensation transformation initiatives, national standardization projects, or the integration of legacy pay practices. Experience defining compensation business requirements for Workday or another enterprise human capital management system. Certified Compensation Professional (CCP) designation or another relevant compensation certification. Benefits Annual salary range of $150,000–$170,000. Bonus eligibility. Medical, dental, and vision insurance. Life and disability coverage. 401(k) retirement plan. Generous paid time off. Professional development and career growth opportunities. Primarily remote work arrangement within the United States. Occasional travel may be required to support office implementations, training, and collaboration with project teams. Regular, full-time employment.