1. Compensation Consultation & Business Partnership
Act as the primary compensation advisor for HR Business Partners, Talent Acquisition, and business leaders—providing guidance on candidate offers, promotions, market adjustments, job evaluation and leveling, and other elements of compensation.
Partner with leaders to explain market trends, pay practices, and policy application across different regions.
Work cross-functionally with Sales Operations and Finance on shared compensation initiatives to ensure operational alignment, accurate budgeting, and proper plan governance.
2. Job Evaluation, Incentive Design & Market Benchmarking
Evaluate and market-price new and evolving roles to recommend job levels, salary bands, and job family placements.
Lead benchmarking projects using survey data to evaluate market competitiveness and recommend updates to pay structures.
Maintain the global job catalog and architecture, suggesting updates to leveling guidelines and benchmarking standards as the organization grows.
Support the analysis, evaluation, and administration of short-term (bonus) and long-term (equity/LTI) incentive programs to ensure they align with business objectives and drive performance.
3. Annual Compensation Cycle Administration
Lead the end-to-end planning and execution of the global annual compensation review cycle (merit, promotions, equity allocations, and short-term incentives)—including eligibility audits, budget analysis, Workday testing, payout calculations, and post-cycle audits.
Model merit budgets, incentive payout forecasts, and cost scenarios for HR and Finance leadership, while tracking cycle timelines, approval workflows, and policy exceptions.
Partner with Communications and Talent Development to create and deliver clear manager guidelines, timelines, and training resources for a smooth cycle.
4. Data Analysis, Reporting & Process Improvement
Analyze internal pay data to conduct pay equity reviews, run cost scenarios, and evaluate market positioning.
Turn complex datasets into clear summaries, dashboards, and executive presentations to support decision-making.
Serve as the functional expert for compensation systems; partner with HRIS on Workday updates, configuration testing, data integrity, and process improvements.
Identify opportunities to leverage modern AI tools and technology to automate manual reporting, streamline data workflows, and improve operational efficiency across compensation operations.
5. Training, Compliance & Project Management
Build and deliver compensation training materials to help managers and employees understand pay structures, our compensation philosophy, and how to navigate compensation conversations.
Maintain active oversight of wage and hour regulations, local and global pay transparency laws, and labor compliance regulations across operating regions.
Manage projects independently.
