Compensation Business Partner - Hybrid

Cigna Healthcare•St. Louis, MO

1d•$139,200 - $232,000•Hybrid

About The Position

Join a team of ambitious and compassionate experts who help shape competitive, fair, and forward-looking rewards programs. As the Compensation Consulting Principal for Technology and Operations, you will serve as a trusted advisor to senior HR and business leaders, translating business priorities into compensation strategies that attract, engage, and retain top talent. You will bring deep market insight, strong consulting judgment, and a growth mindset to solve complex compensation challenges with clarity and care.

Requirements

10+ years of experience in compensation, human resources, finance, or a closely related field.
Deep expertise in broad-based compensation strategy, program design, administration, and governance.
Experience advising senior HR and business leaders on complex compensation matters and executive-level talent needs.
Strong analytical skills with the ability to translate market data, business context, and policy into practical recommendations.
Ability to influence, consult, and communicate clearly with leaders, HR partners, recruiters, and cross-functional stakeholders.
Demonstrated ability to lead complex projects, manage competing priorities, and make sound decisions in a fast-paced environment.

Nice To Haves

Bachelor's degree or higher in human resources, business, finance, or a related field.
Certified Compensation Professional (CCP), PHR, SPHR, or related certification.
Experience with Workday or other compensation administration systems.
Experience supporting technology, operations, or large matrixed business environments.
Experience providing direct or indirect leadership to compensation professionals.

Responsibilities

Serve as the primary compensation advisor to the assigned Human Resources Officer and leadership team for Technology and Operations.
Design and recommend complex compensation solutions that support business strategy, talent priorities, internal equity, and market competitiveness.
Lead annual compensation planning for assigned clients, influencing leaders toward sound decisions aligned with enterprise compensation goals.
Interpret and apply compensation policies, governance, and programs in a way that is practical, consistent, and easy for leaders to understand.
Evaluate enterprise roles and recommend appropriate level, title, and FLSA classification based on role scope and organizational structure.
Develop compensation packages for critical internal and external hires, with a focus on senior leadership and high-impact talent.
Identify emerging compensation needs, market trends, and business issues; build or improve programs that address them with scalable solutions.
Provide strategic compensation analysis and recommendations to support workforce planning, business transformation, and M&A integration activity.
Counsels HRO and business management on the Company's compensation strategy, policies, programs, and communications. Lead special compensation projects and provide coaching, direction, and oversight to compensation team members as needed.