# Senior Compensation Partner **Company**: WGU **Location**: Salt Lake City, UT **Work arrangement**: onsite **Experience**: senior **Job type**: full-time **Salary**: $123,000.00 - $190,700.00 **Category**: Human Resources **Industry**: Education **Apply**: https://wgu.wd5.myworkdayjobs.com/en-US/External/job/Salt-Lake-City-UT/Senior-Compensation-Partner--AI-Enablement---Integration_JR-026555?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply **Canonical**: https://yubhub.co/job/senior-compensation-partner-74793b46-2c6/ ## Description 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. For more fresh new jobs, check out [yubhub.co](https://yubhub.co/). ## Skills ### Required - compensation strategy - program design - market pricing - job architecture - Total Rewards principles - artificial intelligence - automation - compensation intelligence solutions - compensation analytics - modeling - workforce planning ### Nice to have - 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.) --- Source: [Apply at wgu.wd5.myworkdayjobs.com](https://wgu.wd5.myworkdayjobs.com/en-US/External/job/Salt-Lake-City-UT/Senior-Compensation-Partner--AI-Enablement---Integration_JR-026555?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply)