AVP Compensation

LPL Financial•Fort Mill, SC

1d•$109,180 - $181,898

About The Position

We are seeking a strategic and collaborative compensation leader to serve as AVP, Compensation within LPL’s Total Rewards team. This role will act as a trusted consultant to business and People leaders, translating business needs, market intelligence, and compensation expertise into practical frameworks and insights that support talent and business outcomes. The AVP, Compensation is a senior individual contributor responsible for providing strategic compensation consulting and leading compensation strategy and delivery for assigned business areas. Operating with minimal oversight, the role serves as the primary compensation advisor to business leaders and People Business Partners, translating business, talent, and workforce priorities into compensation solutions that are competitive, equitable, scalable, financially responsible, and aligned with LPL’s compensation philosophy. This role combines advanced compensation expertise, business acumen, analytical rigor, and consultative influence. The AVP independently leads complex compensation initiatives, shapes frameworks and governance, delivers decision-ready insights, and is accountable for implementation quality, risk management, stakeholder adoption, and measurable program outcomes.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent experience.
Minimum of 8 years of progressive compensation experience, including ownership of complex compensation portfolios, programs, or initiatives and significant experience advising business, People, and senior leaders.
Advanced expertise in broad-based compensation frameworks, market pricing, salary structures, incentive design, job evaluation, governance, and pay decision support.
Proven ability to operate with minimal oversight, connect compensation strategy to business and talent priorities, influence decisions without direct authority, and take accountability for implementation and outcomes.
Strong analytical and financial modeling skills, with the ability to evaluate complex data, identify meaningful insights, assess trade-offs, and develop clear recommendations.
Excellent written and verbal communication skills, including the ability to simplify technical concepts and tailor messages for business, HR, and executive audiences.
Demonstrated success leading multiple complex priorities in a fast-paced, matrixed environment, including navigating ambiguity, managing dependencies, and driving cross-functional execution.
Advanced proficiency in Microsoft Excel and PowerPoint.

Nice To Haves

Certified Compensation Professional designation, completed or in progress.
Experience with Workday and compensation market-pricing platforms such as MarketPay.
Experience in financial services or another complex, highly regulated industry.
Experience supporting compensation integration, job architecture, or enterprise transformation initiatives.

Responsibilities

Own the compensation strategy and delivery for assigned business areas or compensation portfolios, building a deep understanding of business strategy, talent priorities, workforce dynamics, and organizational challenges.
Serve as the primary compensation advisor to business leaders and People Business Partners, independently assessing complex needs and recommending solutions that balance market competitiveness, internal equity, affordability, risk, and business impact.
Translate compensation data, market intelligence, and workforce trends into clear options, trade-offs, and decision-ready recommendations for senior leaders.
Establish, apply, and continuously improve compensation frameworks and governance for job architecture, career levels, salary structures, pay positioning, incentive opportunities, and compensation decisions.
Exercise independent judgment on complex compensation matters involving new hires, promotions, retention actions, reorganizations, and other talent events; resolve issues within established authority and escalate enterprise-level decisions appropriately.
Lead the design, implementation, and ongoing management of assigned broad-based compensation programs, policies, and practices from initial strategy through execution and evaluation.
Lead assigned components of annual compensation processes, including merit and incentive planning, market benchmarking, guidance, communications, training, testing, issue resolution, and post-cycle evaluation.
Direct market pricing, benchmarking, and job evaluation activities for assigned portfolios; identify trends, gaps, and emerging risks and determine appropriate actions.
Analyze compensation and workforce data to identify patterns, outliers, and opportunities; define success measures and provide insights on program effectiveness, cost, risk, and business outcomes.
Lead cross-functional delivery with HR Operations, HR Technology, Finance, Legal, and other stakeholders by defining requirements, establishing controls, ensuring implementation readiness, and driving effective stakeholder and employee adoption.
Develop and govern tools, frameworks, communications, and leader education that strengthen compensation capability and drive consistent application of LPL’s compensation philosophy.
Lead complex, cross-functional initiatives involving program design, cost analysis, process improvement, change management, compensation integration, and enterprise transformation, managing dependencies and outcomes with minimal oversight.
Monitor external compensation practices and regulatory developments, anticipate implications for LPL, and recommend proactive changes to frameworks, programs, and governance.