Senior Compensation Partner

The Senior Compensation Partner serves as a key consultant and subject matter expert across all aspects of global compensation programs.

This role provides advanced, enterprise-level consulting and analytical expertise to drive critical business decisions related to attracting, retaining, and rewarding talent.

The Senior Compensation Partner helps lead the design, and evolution of tech-enabled compensation strategies, programs, and frameworks across the organization.

Duties & Responsibilities

Strategic Leadership & Advisory

• Leads the team in advancement of compensation intelligence capabilities, leveraging data, automation, artificial intelligence, and predictive analytics to enhance decision-making, improve efficiency, and strengthen strategic workforce planning.
• Advises leader and team on emerging technologies and AI-enabled approaches that improve compensation analysis, workforce insights, scenario modeling, and decision quality.
• Serves as a trusted advisor to leaders and stakeholders on complex compensation matters, including offers, retention strategies, organizational design impacts, and high-risk pay decisions.
• Executes on the continuous evolution of the organization’s compensation philosophy, strategy, and frameworks to align with long-term business objectives.
• Influences enterprise decision-making through data-driven insights, scenario modeling, and risk assessment related to compensation programs.

Program Design & Ownership

• Oversees the design and refinement of salary structures, incentive plans, and pay-for-performance frameworks.
• Drives innovation in compensation design, incorporating emerging trends, tools, and technologies.
• Evaluates, pilots, and integrates emerging technologies, including AI-enabled tools such as Claude, to streamline compensation processes, improve scalability, and enhance the quality and consistency of compensation recommendations.
• Develops and maintains compensation workflows, methodologies, and governance standards that leverage AI-assisted solutions while ensuring appropriate oversight, data integrity, and compliance.

Job Architecture & Governance

• Provides strategic oversight of job architecture, including job leveling frameworks, titling standards, and job evaluation methodologies.
• Leads enterprise-wide initiatives to evolve job structure and ensure alignment with governance standards and organizational needs.
• Establishes and enforces compensation governance practices to ensure consistency, transparency, and compliance.

Market Insights & Advanced Analytics

• Leads complex market benchmarking, modeling, and predictive analytics to inform compensation strategy.
• Utilizes AI-assisted analytics and modeling tools to accelerate complex compensation analyses, identify emerging workforce trends, and support proactive decision-making.
• Translates market data, internal equity analysis, and business context into actionable executive-level recommendations.
• Identifies trends and emerging risks in compensation (market, regulatory, workforce) and develops proactive solutions.
• Designs and implements advanced compensation intelligence solutions that synthesize market data, internal workforce trends, pay equity analyses, and organizational metrics into actionable insights for leaders.

Compensation Cycles & Planning

• Leads the annual compensation planning process, including merit, promotion, and incentive cycles, providing strategic direction on budgets, modeling, and distribution.
• Advises leadership on allocation strategies and trade-offs to optimize outcomes across the organization.

Compliance & Risk Management

• Ensures compliance with federal, state, and international compensation regulations (e.g., FLSA, pay transparency laws).
• Leads pay equity analyses and remediation strategies with a strong focus on internal fairness and compliance.

Consultation & Education

• Develops and delivers executive-level communication and education on compensation philosophy, programs, and decisions.
• Creates tools, frameworks, and guidance to enable consistent compensation decision-making across leaders and HR partners.
• Serves as a thought leader in the responsible application of artificial intelligence within compensation, educating stakeholders on best practices, governance standards, and opportunities to improve business outcomes.
• Develops AI tools, agents, prompts, frameworks, and knowledge resources that enable Compensation, HR, and business leaders to effectively leverage AI-enabled compensation insights.

Team Leadership & Influence

• Provides mentorship, guidance, and technical leadership to compensation team members.
• Elevates team capability through knowledge sharing and best practice development.
• Leads large-scale, cross-functional compensation initiatives (e.g., job architecture transformation, pay equity studies, program redesigns).
• Champions the adoption of AI-enabled compensation practices and drives organizational capability building related to compensation intelligence, analytics, and workflow automation.
• Provides leadership and mentorship on the effective use of Claude and other emerging technologies to improve team productivity, analytical rigor, and strategic impact.

Other

• Stays current on advanced compensation trends, technologies (including AI applications), and best practices.
• Performs other job-related duties as assigned.

Qualifications

Knowledge, Skills, & Abilities

• Expert knowledge of compensation strategy, program design, market pricing, job architecture, and Total Rewards principles.
• Expertise in leveraging artificial intelligence, automation, and compensation intelligence solutions to enhance analytics, decision-making, workflow efficiency, and stakeholder experience.
• Advanced expertise in compensation analytics, modeling, workforce planning, and translating complex data into executive-level insights and recommendations.
• Strong business acumen with a proven ability to influence senior leaders and align compensation strategies with organizational objectives.
• Deep understanding of compensation governance, regulatory compliance, pay transparency, and pay equity practices.
• Demonstrated ability to lead complex initiatives, navigate ambiguity, and drive organizational change in dynamic environments.
• Excellent communication, presentation, consulting, and storytelling skills with executive audiences.
• Strong project leadership and proficiency with HRIS and compensation technologies, including Workday and analytics platforms.

Education

• Bachelor’s degree in a science, business, or other related field.

Experience

• 12 years of relevant analytical experience, with at least 5 years in Compensation, People & Talent Analytics, Business Intelligence, HRIS Analytics or closely related work.
• Demonstrated experience leading enterprise-wide compensation initiatives and advising senior leadership.
• Experience with compensation tools and market data sources (e.g., Radford-Aon, Mercer-Marsh, Towers, CUPA-HR).

Preferred Qualifications

• Master’s degree in a related field.
• Certified Compensation Professional (CCP).
• Experience in executive, sales, and/or global compensation.
• Experience with Workday or other HRIS.
• Project management certification (PMP, Agile, etc.).
• Experience designing and implementing AI-enabled compensation, workforce analytics, or Total Rewards solutions.
• Claude certifications or equivalent AI and prompt engineering credentials.
• Experience leading AI adoption, governance, or workflow transformation initiatives within Human Resources, Compensation, or Total Rewards functions.

Travel

• This position requires occasional travel of up to 20%, including required attendance at designated company summits (typically one to two per year). Additional travel may include conferences, visits to company locations, and other business-related events as needed. Additional travel may be assigned as needed to support business requirements.