Compensation Partner

Role Summary:

We are seeking a data driven and collaborative Compensation Partner to join our Total Rewards team. Reporting to the Sr. Director of Compensation, this individual contributor will play a key role in designing, implementing, and maintaining global compensation programs that attract, retain, and motivate top talent.

The ideal candidate has a deep understanding of hourly pay practices, programs and structures in addition to strong experience with job architecture, and the ability to apply market data analytics to support business needs. This role will also lead the design and administration of our sales incentive and other variable plans and will have primary responsibility for the annual compensation planning cycle.

This role will act as a trusted advisor to HR Business Partners, Finance partners, and business leaders, ensuring our compensation strategies remain competitive, equitable, and aligned with company goals.

Key Responsibilities

Manage pay structures, wage progression scales, and compliance for most of the hourly workforce.
Execute market pricing and geographic differential analyses to maintain external competitiveness.
Partner with HRBPs and business leaders to solve localized talent attraction and retention challenges.
Design and model competitive sales incentive plans (SIP) and other variable pay programs as needed by the business.
Manage administration, including quota tracking, commission calculations, and plan governance for most SIPs.
Evaluate plan impact using data metrics to ensure alignment with business revenue targets.
Lead the end-to-end cycle for merit increases, promotions, market adjustments, and annual incentives.
Build budgeting models, timelines, guidelines, and communication materials for HRBPs, managers and leadership.
Drive calibration processes to ensure equitable reward distribution across all business units.
Advise HR and business leaders on complex job offers, promotions, and organizational changes.
Evolve job architecture, leveling frameworks, and evaluation processes to maintain internal equity.
Ensure total compliance with local, state, and federal compensation laws and regulations.
Build analytical tools, dashboards, and financial forecast models using advanced Excel and Google Sheets.
Partner with Finance, HR Operations & HRIT teams to streamline workflows and track compensation spend.

Basic Qualifications:

Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field.
5+ years of experience in compensation, total rewards, or HR analytics.
Advanced Excel and Google Sheet skills (e.g., pivot tables, VLOOKUPs, nested formulas, data modeling).
Strong analytical and quantitative skills with the ability to translate data and trends into key insights and recommendations
In-depth knowledge of compensation principles, salary structures, job leveling and frameworks.
Experience conducting and interpreting compensation surveys and market data.
Proven ability to manage multiple priorities and deliver high-quality results in a fast-paced environment.
Prior experience leading compensation initiatives through Mergers & Acquisitions
Familiarity with compensation tools and platforms (e.g., Radford, Mercer).

Desired Qualifications:

Experience working in a private equity-backed company or high-growth environment.
Certified Compensation Professional (CCP) designation or coursework toward certification.
Experience with Oracle HCM