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United States
Remote only
This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Sr Compensation Partner based in the United States.
The Senior Compensation Partner will serve as a strategic advisor to business leaders, helping shape compensation decisions that attract, motivate, and retain top talent. This role combines advanced compensation expertise, financial analysis, and cross-functional collaboration to support competitive and equitable pay practices. You will guide annual compensation cycles, advise on salary and incentive decisions, and contribute to the evolution of compensation programs, tools, and processes. Working closely with HR, Finance, Talent Acquisition, and senior leadership, you will translate complex data into clear recommendations that support business objectives. You will also mentor junior team members, strengthen compensation governance, and drive continuous improvement across a geographically distributed organization. This remote opportunity offers the chance to influence compensation strategy while using modern analytics and responsible AI-enabled tools to improve decision-making.
Serve as a strategic compensation partner to assigned business groups, building trusted relationships with executives, People Business Partners, Talent Acquisition, Finance, and other stakeholders.
Analyze complex compensation challenges, clarify business needs, and recommend practical solutions aligned with compensation philosophy, market conditions, internal equity, and budgetary requirements.
Advise leaders and HR partners on salary decisions, job evaluations, hiring, promotions, transfers, retention, compensation policies, and related guidelines.
Lead annual compensation programs, including performance-based pay increases, bonus and incentive planning, equity recommendations, promotions, compensation budgets, and program administration.
Coordinate compensation cycle execution with HR, Finance, HRIS, and business leaders to ensure accurate, timely, and consistent implementation.
Identify recurring challenges and opportunities to improve compensation processes, tools, and program effectiveness.
Configure, test, and support compensation technology used for performance management and salary planning, including implementation planning, issue resolution, and rollout activities.
Develop training sessions, manager resources, job aids, and communications that help stakeholders understand compensation programs and make informed decisions.
Coach and mentor junior compensation team members on market pricing, job evaluation, data analysis, program execution, and stakeholder communication.
Review team deliverables, share technical expertise, and provide constructive feedback to strengthen accuracy, consistency, and professional development.
Partner across functions to establish scalable compensation processes, strengthen governance, and maintain appropriate documentation, approvals, and controls.
Apply compensation policies and relevant federal and state regulations, including Fair Labor Standards Act (FLSA) requirements related to minimum wage, overtime, and employee exemption classifications.
Participate in compensation audits, data reviews, and risk assessments while protecting confidential employee information and exercising sound judgment on sensitive legal or financial matters.
Support HRIS and compensation technology enhancements through requirements gathering, testing, documentation, and implementation.
Conduct ad hoc compensation analyses and contribute to broader projects and continuous improvement initiatives.
Use approved AI-enabled tools and automation to support research, benchmarking, scenario analysis, data synthesis, and the preparation of presentations and manager guidance.
Validate AI-generated outputs against source data and business context, assess potential bias and fairness concerns, and maintain human accountability for recommendations and decisions.
Ensure confidential compensation and employee data are handled in accordance with applicable privacy, security, and acceptable-use requirements.
Bachelor’s degree in Human Resources, Finance, Business, or a related field.
At least five years of compensation-focused experience, ideally covering both compensation program design and execution and strategic business partnership.
Preferred: Seven or more years of progressive compensation experience, including advising business leaders and supporting programs in complex, multi-location, or regulated organizations.
Preferred: Certified Compensation Professional (CCP) designation, progress toward certification, or another relevant compensation or HR certification.
Demonstrated expertise in compensation program design and delivery, market benchmarking, salary survey participation, and job architecture or leveling frameworks.
Experience managing compensation cycles end to end, including budget modeling, manager enablement, complex case resolution, and stakeholder reporting.
Strong financial modeling and analytical capabilities, including advanced proficiency in Microsoft Excel or Google Sheets and the ability to build, validate, and quality-check compensation models.
Familiarity with compensation market-data providers and benchmarking platforms such as Radford, Mercer, or similar services.
Knowledge of incentive and equity-based compensation programs is an advantage.
Excellent written and verbal communication skills, with the ability to explain complex compensation concepts and analytical findings to non-specialist audiences.
Strong stakeholder management and influencing skills, including the ability to present clear, data-driven recommendations to senior leaders and executive audiences.
Sound judgment, structured problem-solving abilities, and the capacity to manage competing priorities while maintaining strict confidentiality.
Demonstrated ability to coach and mentor colleagues, review work products, and provide constructive professional guidance.
Experience working with Finance, Legal, People, or other general and administrative functions is beneficial, as is experience in a high-growth or rapidly evolving environment.
Experience developing compensation training materials, improving processes, or implementing compensation technology is preferred.
Ability to use AI-enabled tools responsibly, validate analytical outputs, consider bias and fairness, and safeguard sensitive information.
Competitive annual base salary, with location-specific ranges:
$101,167–$204,439 in New Jersey, New York, Washington, Hawaii, Alaska, Maryland, Connecticut, Rhode Island, and Massachusetts.
$91,970–$185,853 in Nevada, Oregon, Arizona, Colorado, Wyoming, Texas, North Dakota, Minnesota, Missouri, Illinois, Wisconsin, Florida, Georgia, Michigan, Ohio, Virginia, Pennsylvania, Delaware, Vermont, New Hampshire, and Maine.
$82,773–$167,268 in Utah, Idaho, Montana, New Mexico, South Dakota, Nebraska, Kansas, Oklahoma, Iowa, Arkansas, Louisiana, Mississippi, Alabama, Tennessee, Kentucky, Indiana, South Carolina, North Carolina, and West Virginia.
In California, the typical hiring range is $137,523–$168,083.
Eligibility for incentive bonus programs, potentially including performance-based, holiday, and referral bonuses.
Remote work flexibility from anywhere in the United States for most positions.
Paid time off, including vacation, sick leave, nine company holidays, and volunteer hours.
Medical, dental, vision, life, and pet insurance.
401(k) retirement savings plan with company matching.
Education assistance and opportunities for professional and personal development.
Career advancement and promotional opportunities.
Employee recognition programs.
Health and wellness resources, including complimentary mental health therapy and coaching sessions.
Childcare and eldercare support resources.
An inclusive and collaborative work environment that values diverse perspectives and employee growth.
