Compensation Architect ( Orlando, FL )

AssistRx•Orlando, FL

21h•Onsite

About The Position

The Compensation Architect is responsible for designing, implementing, and governing AssistRx’s enterprise-wide compensation framework. This role builds and maintains the job architecture, job codes, pay bands, and compensation models that ensure internal equity, external competitiveness, and compliance across all business units. The position partners closely with Talent Acquisition, HRIS, Finance, and business leaders to ensure compensation programs support organizational growth, operational consistency, and workforce planning. This role requires deep expertise in compensation analytics, market pricing, job leveling, and system integration across ADP Workforce Now, Salary.com, Mercer, and iCIMS. The Compensation Architect ensures that compensation decisions are data-driven, scalable, and aligned with AssistRx’s talent strategy and financial governance protocols.

Requirements

Deep expertise in compensation analytics, market pricing, job leveling, and system integration across ADP Workforce Now, Salary.com, Mercer, and iCIMS.
Ensure compensation decisions are data-driven, scalable, and aligned with AssistRx’s talent strategy and financial governance protocols.
Compliance with FLSA, pay transparency laws, and state/federal compensation regulations.
Ability to partner with Finance to align compensation decisions with budget, revenue models, and financial governance protocols.
Ability to configure and maintain compensation structures within ADP Workforce Now.
Ability to ensure job architecture and compensation data align across ADP WFN, iCIMS, and HRIS workflows.
Ability to partner with HRIS to ensure accurate job codes, pay bands, and compensation fields flow through recruiting, onboarding, and payroll systems.
Ability to maintain compensation data integrity, audit trails, and reporting accuracy.

Responsibilities

Build and maintain AssistRx’s enterprise compensation philosophy, frameworks, and governance standards.
Design full-cycle compensation programs including base pay structures, job families, job levels, and progression paths.
Develop and maintain job codes, job descriptions, and job architecture aligned to organizational design and workforce planning.
Create and update pay bands using market data, internal equity analysis, and financial modeling.
Lead annual compensation cycles, including merit, market adjustments, and structural updates.
Conduct market pricing using Salary.com, Mercer, and industry-specific compensation surveys.
Analyze external competitiveness and internal equity to ensure fair and consistent pay practices.
Build compensation models for new roles, organizational changes, and program expansions (e.g., revenue roles, call center roles, clinical roles).
Provide compensation analytics and dashboards for executive decision-making.
Perform internal equity audits and recommend adjustments to maintain fairness and mitigate risk.
Ensure compliance with FLSA, pay transparency laws, and state/federal compensation regulations.
Partner with Finance to align compensation decisions with budget, revenue models, and financial governance protocols.
Configure and maintain compensation structures within ADP Workforce Now.
Ensure job architecture and compensation data align across ADP WFN, iCIMS, and HRIS workflows.
Partner with HRIS to ensure accurate job codes, pay bands, and compensation fields flow through recruiting, onboarding, and payroll systems.
Maintain compensation data integrity, audit trails, and reporting accuracy.