Sr. Compensation Business Partner

Sr. Compensation Business Partner

Requirements

• Education and/or experience typically obtained through completion of a bachelor’s degree in Human Resources, Business, Finance, or related field.
• Minimum of 10 or more years of related experience.
• Knowledge of laws and regulations as they apply to employee compensation.
• Proven team orientation with collaborative style.
• Strong verbal and written communication skills.
• Strong influencing skills with ability to communicate clearly and confidently when advising leaders.
• Independent, self-starter with ability to successfully handle multiple priorities.
• Excellent process management, planning and organizational skills.
• High attention to detail, strong analytical skills, and exceptional excel/spreadsheet skills.
• High integrity and ethics in handling confidential information.
• Background and drug screen.

Responsibilities

• Provides expert consulting on base salary, short term, and long-term incentive programs.
• Evaluates current and proposed compensation recommendations within alignment of established guidelines.
• Consults and supports HR business partners, recruiting and leaders in interpreting compensation practices, policies, and guidelines.
• Maintains compensation level structures and conducts market pricing.
• Analyzes and participates in compensation surveys to ensure competitive pay positioning.
• Creates and delivers training to HR team, leaders, and employees on compensation philosophy, programs, processes, and procedures including HCM system functionality.
• Partners with HR business partners, recruiting and leaders in the creation and maintenance of job descriptions and evaluating jobs within established job leveling structure.
• Provides ad hoc support and develops strong cross-functional partnerships to support business needs.
• Responsible for creating and maintaining compensation reports, dashboards, and PowerPoint decks to provide informative charts and analytics for leadership to make informed business decisions.
• Serves as a functional HCM system expert for the compensation function.
• Oversees, maintains, and recommends configuration changes to increase effectiveness and efficiency of the system.
• Designs, plans, and executes annual and quarterly compensation processes.
• Ensures fair and equitable compensation practices, conducting regular audits to uphold compliance with laws and regulations.
• Partners with internal counsel and external resources to stay up to date on regulatory changes including pay transparency.
• Supports the company’s commitment to risk management and protecting the integrity and confidentiality of systems and data.

Preferred Qualifications

• Workday HCM experience
• Certified Compensation Professional (CCP)