Senior Compensation Consultant

Accountabilities:: Serve as a trusted compensation advisor to HR Business Partners, Talent Acquisition teams, and senior business leaders on complex matters including organizational design, job architecture, offers, promotions, retention strategies, and other compensation decisions. Lead enterprise-wide and cross-functional compensation initiatives, including job architecture design, pay structure development, compensation program redesign, and market pricing strategies. Conduct and oversee job evaluations and leveling assessments, ensuring consistency with enterprise career frameworks and alignment across the organization. Analyze external compensation market data and internal equity to develop data-driven recommendations that support business objectives, affordability, governance, and equitable compensation practices. Provide leadership and guidance throughout compensation planning cycles, including merit increases, bonuses, and incentive programs, while identifying opportunities for program enhancements and resolving complex issues. Develop, refine, and govern compensation policies, guidelines, frameworks, and tools to promote consistency, scalability, operational effectiveness, and compliance. Partner with Legal, Finance, HR leadership, and other stakeholders on compensation-related regulatory requirements, including FLSA compliance and other applicable regulations. Support the design, analysis, and administration of executive compensation programs, including executive market assessments, short- and long-term incentive plans, executive perquisites, and materials for senior leadership and Compensation Committee review. Identify opportunities for process improvement, automation, and enhancements to compensation systems and workflows, with a focus on scalability and operational excellence. Serve as a compensation subject matter expert on broader enterprise initiatives and represent the function in cross-functional programs. Mentor and coach junior compensation professionals and, when needed, lead project teams and coordinate resources across functions. Requirements: Bachelor's degree is required; a Master's degree is preferred. Typically 7–10+ years of progressive compensation or related analytical experience , with demonstrated expertise in increasingly complex compensation responsibilities. Proven experience leading complex cross-functional projects or enterprise initiatives and translating strategic objectives into effective compensation solutions. Advanced knowledge of compensation principles, including job architecture, market pricing, pay structures, incentive design, and compensation planning . Strong understanding of compensation-related regulatory requirements, including FLSA , with the ability to apply regulatory knowledge to complex situations. Strong analytical capabilities and the ability to interpret market data, internal equity information, and large datasets to develop clear strategic recommendations. Experience with HRIS and compensation systems , such as Workday or PayFactors, along with advanced Excel and data-modeling skills. Experience with equity and executive compensation is preferred. Strong executive presence and the ability to influence senior leaders, facilitate alignment, and drive strategic outcomes across stakeholders. Excellent consultative, negotiation, communication, and stakeholder-management skills, with the ability to navigate ambiguity and exercise sound judgment. Strong business acumen and the ability to connect compensation strategies with broader organizational objectives and business outcomes. Highly independent and discreet, with exceptional critical-thinking and problem-solving abilities. Continuous improvement mindset with a focus on automation, scalability, efficiency, and operational excellence. Certified Compensation Professional (CCP) designation is preferred. Benefits: Annual salary range of $150,000–$180,000 , with actual compensation determined by factors such as experience, skills, education, and location. Medical, dental, and vision coverage. Paid time off plan. 401(k) retirement plan. Flexible Spending Accounts. Basic life insurance. Short- and long-term disability coverage. Accident insurance. Teammate Assistance Program. Paid parental leave. Domestic partner benefits. Mental, physical, and financial wellbeing programs. Remote work arrangement within the United States. Occasional travel, approximately 10% . Opportunity to work directly with senior leaders and contribute to enterprise-wide compensation strategy, governance, and transformation initiatives.