Senior Compensation Specialist

Required Skills & Experience

· Bachelor's degree in Human Resources, Business, Finance, Economics, Analytics, or related discipline, or equivalent relevant experience.

· Typically 5+ years of progressively responsible HR/Total Rewards experience, with significant experience in compensation.

· Demonstrated experience with market pricing, job evaluation, salary structures, and compensation analysis.

· Advanced proficiency using Excel or comparable analytical tools.

· Strong analytical ability with demonstrated attention to accuracy and data integrity.

· Ability to communicate complex compensation concepts clearly to HR and business stakeholders.

· Demonstrated judgment handling confidential and sensitive compensation information.

Nice to Have Skills & Experience

· Certified Compensation Professional (CCP®) designation or progress toward certification.

· SHRM-CP/SHRM-SCP, PHR/SPHR, or related HR certification.

· Experience working with Workday, SAP SuccessFactors, or comparable HRIS/compensation technology.

· Experience supporting a large, complex, multi-location organization

Job Description

The Senior Compensation Specialist serves as a subject-matter expert responsible for supporting the design, administration, analysis, and governance of compensation programs. The role provides data-driven recommendations that support competitive, equitable, compliant, and financially responsible pay practices.

The Senior Specialist partners with HR leaders, HR Business Partners, Finance, Payroll, Talent Acquisition, HRIS, and business leaders to provide compensation consultation, conduct market analysis, evaluate jobs, maintain salary structures, support annual compensation planning, and strengthen compensation processes and controls.

Key Responsibilities

Compensation Analysis & Market Pricing

· Conduct market pricing and competitive compensation analyses using recognized salary surveys and external market data.

· Analyze compensation trends, internal equity, market positioning, salary ranges, and employee pay relationships.

· Develop compensation models and recommendations for new hires, promotions, transfers, reorganizations, and other compensation decisions.

· Prepare clear analyses and recommendations for HR and business leadership.

· Participate in compensation surveys and maintain accurate market-pricing documentation.

Job Evaluation & Job Architecture

· Evaluate new and existing positions to determine appropriate job level, classification, and salary range.

· Support development and maintenance of job architecture, career levels, salary structures, and pay grades.

· Review job descriptions for consistency and alignment with established compensation standards.

· Provide guidance regarding job evaluation, internal equity, market competitiveness, and compensation governance.

Compensation Programs & Annual Planning

· Support and coordinate annual merit, salary planning, incentive, and other compensation processes.

· Develop planning tools, analyses, communications, and leadership guidance for compensation programs.

· Perform data validation and audits to ensure compensation decisions are accurately implemented.

· Support continuous improvement of compensation programs, policies, processes, and systems.

Compensation Governance & Compliance

· Apply compensation policies and governance standards consistently across the organization.

· Support pay-equity reviews and identify potential compensation risks or inconsistencies.

· Maintain appropriate documentation and controls supporting compensation decisions.

· Monitor applicable compensation-related regulatory requirements and emerging pay practices.

· Protect confidential employee and compensation information.

HR & Business Partnership

· Serve as a trusted compensation resource to HR Business Partners, Talent Acquisition, Finance, Payroll, HRIS, and operational leaders.

· Translate complex compensation data into clear, practical recommendations.

· Provide consultation regarding offers, promotions, retention situations, organizational changes, and other compensation matters.

· Lead or participate in compensation projects and cross-functional initiatives.