Compensation Advisor Senior – Operations

USAA•San Antonio, NC

5d•Hybrid

About The Position

The Compensation Advisor Senior serves as a strategic compensation partner to Human Resource Business Partners (HRBPs), business leaders, and key stakeholders while ensuring the effective administration and governance of compensation programs. Responsibilities include providing compensation consultation, conducting market analysis, managing survey participation, supporting job architecture governance, administering compensation programs, developing compensation recommendations, and ensuring alignment with compensation philosophy, business objectives, and market competitiveness. We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position is based in San Antonio, TX, Plano, TX, Phoenix, AZ, or Charlotte, NC. Relocation assistance is not available for this position.

Requirements

Bachelor's degree; OR 4 years of relevant education and/or experience.
6 or more years of relevant work experience in compensation discipline, or related experience in HR, Finance, or business sales operations to include general business consulting/analysis experience or business management experience, and developing knowledge of relevant compensation and/or HR laws.
Advanced knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.
Knowledge of federal laws, rules, and regulations to include: Federal and state fair employment practices laws including Equal Pay Acts and other nondiscrimination laws.
Federal contractor and affirmative action laws and regulations such as Executive Order 11246.
FLSA
If supporting variable pay program: REG Z, SafeAct.
If supporting Executive Rewards programs: knowledge of Interagency Guidance on Sound Compensation Policies (75 FR 36395) and Internal Revenue Code requirements applicable to executive compensation.

Nice To Haves

Advanced experience with market pricing, compensation benchmarking, and survey analysis using CompAnalyst or similar tools.
Proven ability to leverage data and analytics to identify trends, develop insights, and influence compensation-related decisions.
Experience supporting the administration and execution of annual compensation cycles, including merit, incentive, promotion, and market adjustment programs.
Experience utilizing Workday and Tableau to drive process improvements, reporting enhancements, and operational efficiency.

Responsibilities

Provides advanced knowledge and guidance in the design, assessment, implementation and/or administration of compensation programs, practices and policies (Executive and/or Non Executive).
Proactively identifies and analyzes organizational trends, market data, and industry practices to identify root causes and address compensation issues.
Advises senior leadership and HR Business Partners on compensation programs, practices and policies (Executive and/or Non-Executive) to ensure market competitiveness, strategic alignment and legal compliance.
Consults with HR and business stakeholders.
Provides guidance, oversight, and communication on compensation programs, practices and policies as well as the total rewards philosophy and strategy.
Serves as a coach to peers and team members and acts as a resource for escalated issues of an unusual nature.
Leads compensation projects and initiatives with an enterprise-wide impact.
Represents Compensation in cross-functional teams.
Coordinates with key stakeholders for the development and implementation of systems and processes which support compensation projects and initiatives.
Develops learning resources and conducts training to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.
Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.