Compensation Consultant

Federal Reserve System•Atlanta, GA

23h•Onsite

About The Position

The Compensation Consultant is a recognized expert in the field, responsible for driving the strategic direction and optimization of the organization's total rewards programs. This role serves as a strategic business partner, providing advanced advisory services and consultative support to executive leadership on all compensation-related matters. The Compensation Consultant leverages deep technical expertise, analytical acumen, and change management skills to lead large-scale compensation initiatives that align with the organization's talent and business objectives.

Requirements

Bachelor’s Degree in Human Resources or a related field
Five to eight years of progressive experience in compensation or a related field
Exceptional data analysis, modeling, and reporting skills, with proficiency in Excel and BI tools
Strong business acumen and strategic thinking abilities, with the capacity to translate technical concepts into practical business solutions
Excellent communication and influence skills, with the ability to effectively partner with and present to executive leadership
Demonstrated expertise in compensation program design, implementation, and optimization
Uncompromising integrity and discretion in handling sensitive and confidential information
Fingerprinting for a criminal background check, education and employment verification, along with potential additional screening requirements
Applicants must be currently authorized to work in the United States without the need for visa sponsorship now or in the future.
Federal Reserve Bank of Atlanta employees must comply with the Bank’s ethics rules. These rules generally prohibit employees, their spouses/domestic partners, and minor children from holding financial interests (such as common stock and corporate bonds) issued by financial institutions. This prohibition also applies to investment funds that focus on investing in the financial sector. If you, your spouse/domestic partner, or minor child own such securities, you will generally be asked to divest them if you accept an offer of Bank employment. If you have concerns about this prohibition, you should raise the issue with the recruiter for this posting early in the process.

Nice To Haves

Master’s Degree preferred
Certified Compensation Professional (CCP) or similar advanced certification (preferred)

Responsibilities

Serve as a trusted advisor to the executive team, collaborating to develop and implement the organization's overall compensation philosophy and strategy
Analyze complex business needs and talent challenges to design innovative, market-leading compensation programs and solutions
Lead cross-functional initiatives to assess the organization's job architecture, pay strategies, and total rewards offerings
Provide expert guidance and recommendations to senior leadership on compensation-related decisions, demonstrating the business impact
Represent the organization externally as a subject matter expert, engaging with industry groups, benchmarking partners, and regulatory bodies
Conduct comprehensive job analysis and evaluation, applying advanced analytical techniques to determine appropriate pay levels and structures
Leverage in-depth market data and forecasting to assess competitive positioning and identify opportunities to enhance the organization's rewards competitiveness
Develop advanced analytical models, dashboards, and reporting to provide strategic insights, measure program effectiveness, and identify optimization opportunities
Translate complex data and analyses into clear, actionable recommendations that inform business decisions
Lead the design, development, and roll-out of new or transformed compensation programs, policies, and processes
Manage large-scale compensation projects, serving as the subject matter expert and driving successful implementation
Collaborate cross-functionally to ensure seamless integration of compensation initiatives with other talent management and P&C programs
Develop comprehensive communication and change management strategies to drive user adoption and program effectiveness
Ensure the organization's compensation practices adhere to all applicable laws, regulations, and internal guidelines
Partner with legal, finance, and people & culture teams to maintain compliance and mitigate compensation-related risks
Establish and maintain robust compensation governance processes, policies, and controls
Monitor the external environment and proactively adapt the organization's compensation programs in response to legislative, regulatory, and market changes