Compensation Consultant

RESPONSIBILITIES

What You'll Do
Independently lead complex compensation projects from discovery and problem definition through design, stakeholder alignment, implementation and documentation.
Develop career paths, job levels and progression frameworks, partnering with leaders to align roles, titles and salary ranges.
Facilitate working sessions with business leaders, subject-matter experts and HR partners to clarify needs, resolve differing perspectives and reach practical decisions.
Research market practices, analyze compensation data and conduct complex job pricing to address challenging situations and inform recommendations.
Design compensation programs, policies, decision tools and leader guidance, helping consolidate local pay practices into sustainable national approaches.
Partner across HR, Finance, Legal, HRIS and Learning & Development to translate designs into clear business requirements, communications and supporting processes.

QUALIFICATIONS

Does This Sound Like You?
You have 7+ years of progressive experience in broad-based compensation, job architecture, compensation consulting or a closely related field.

You've independently designed and implemented compensation solutions in a complex organization, including career paths, job levels, progression frameworks or job architecture.

You bring strong knowledge of compensation principles, salary structures, market pricing, job evaluation and internal equity.

You're comfortable taking an unclear business need, defining the problem, researching alternatives and recommending a practical solution.

You lead cross-functional projects, facilitate discussions with senior stakeholders and communicate complex concepts clearly.

You bring strong analytical skills, sound judgment and intellectual curiosity, and you manage multiple priorities independently in a remote environment.

You hold a bachelor's degree or have an equivalent combination of relevant education and experience.

Additional experience that sets you apart:

Supporting insurance, financial services, professional services or another decentralized organization.

Leading compensation transformation, national standardization or integration of legacy pay practices.

Defining compensation business requirements for Workday or another enterprise human capital management system.

Holding a Certified Compensation Professional designation or another relevant compensation certification.