COMPENSATION LEAD

TPIS•San Juan, PR, San Juan, PR, PR, PR

6d•$60,000 - $70,000

About The Position

Responsible for leading compensation analysis and administration activities, providing expert guidance to Human Resources and management on salary structures, job evaluation, market competitiveness, and internal pay equity. Uses advanced analytical skills and compensation expertise to develop recommendations that support the organization’s talent attraction, retention, and business objectives.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field.
A minimum of five (5) years of progressively responsible experience in compensation, including demonstrated expertise in: Salary structure development and administration, Job evaluation, leveling, and classification, Market benchmarking and salary survey analysis, Internal pay equity analysis, Annual salary review and merit increase processes, Short- and long-term incentive compensation programs, Compensation modeling, budgeting, and reporting.
Experience independently leading compensation projects and providing recommendations to management is required.
Advanced proficiency in Microsoft Excel, including pivot tables, lookup functions, complex formulas, and compensation modeling.
Proficiency in PowerPoint and the ability to prepare clear presentations for leadership.
Experience working with HRIS platforms, compensation systems, and salary survey databases.
Strong analytical judgment, attention to detail, and the ability to translate complex data into practical recommendations.
Fully bilingual in English and Spanish, with advanced written and verbal proficiency in both languages. Must be able to conduct meetings, prepare reports, and present compensation recommendations in either language.

Nice To Haves

Experience in a complex, dynamic organization is preferred.
Healthcare or health insurance industry experience is a plus.

Responsibilities

Leads the analysis and administration of compensation programs, including salary structures, salary adjustments, and short- and long-term incentive plans.
Conducts advanced compensation analyses to assess market competitiveness, internal pay equity, salary positioning, and compensation costs. Presents findings and actionable recommendations to management.
Leads job evaluation and classification processes, determining appropriate job levels, salary grades, and salary ranges based on responsibilities, organizational scope, and market benchmarks.
Oversees the development and maintenance of accurate job descriptions, working with managers to ensure consistency across the organization.
Coordinates participation in salary surveys and conducts market benchmarking studies. Evaluates survey sources and matches positions to appropriate market data.
Leads annual salary review activities, including merit increases, promotions, and salary structure updates. Develops guidelines and models to support consistent compensation decisions.
Advises Human Resources, Talent Acquisition, and business leaders on employment offers, promotional increases, salary exceptions, and compensation matters involving complex or specialized positions.
Supports the design and evaluation of incentive compensation programs, ensuring alignment with business objectives and measurable performance criteria.
Develops compensation models, dashboards, and management reports using advanced Excel tools and other analytical systems.
Reviews compensation data in Human Resources systems to ensure accuracy, consistency, and confidentiality. Recommends improvements to compensation processes and data controls.
Collaborates with Human Resources and appropriate advisors to assess exempt and nonexempt classifications and maintain compliance with applicable wage and hour requirements.
Provides technical guidance and reviews the work of compensation analysts or other team members supporting compensation activities.
Supports compensation budgeting and forecasting by evaluating the financial impact of proposed salary changes and program adjustments.
Maintains organizational charts and ensures approved changes are accurately reflected in the Human Resources Information System (HRIS).
Communicates compensation findings, policies, and recommendations clearly in both English and Spanish, including written reports and presentations to leadership.
Complies with company policies and procedures and maintains the confidentiality of employee and compensation information.
Performs other related duties consistent with the scope and requirements of the position.