Compensation Partner II/III

Greenheck Group•Schofield, WI

9d•Onsite

About The Position

As the Compensation Partner II/II, you will oversee administration of compensation programs and systems to maintain accurate employee and pay data, support market competitiveness, and provide insights for business decisions. Analyze compensation and workforce data, support job evaluation and wage structures, and assist with annual merit and incentive programs while partnering with HR, Payroll, and business leaders to ensure accurate execution, compliance, and efficient processes.

Requirements

4-6 years of relevant work experience in compensation required (for Compensation Partner II).
2 Year / Associate Degree in Human Resources, Accounting or a related field of study or equivalent years of job experience required (for Compensation Partner II).
8-10 years of relevant work experience in compensation required (for Compensation Partner III).
4 Year / Bachelor Degree in Human Resources, Accounting or a related field of study required (for Compensation Partner III).

Nice To Haves

4 Year / Bachelor Degree in Human Resources, Accounting or a related field of study preferred (for Compensation Partner II).

Responsibilities

Conduct market pricing evaluations for new and existing roles.
Prepare job evaluation analyses to support job architecture, leveling, and classification decisions.
Analyze compensation trends, turnover, and workforce data to support insights into competitiveness and retention.
Assist with office and production wage structure maintenance, including range updates, market adjustments, and progression modeling.
Support analysis, modeling, testing, implementation, and administration of annual incentive programs like merit and variable compensation plans.
Maintain and utilize compensation tools, databases, and survey platforms to ensure accurate and timely analysis.
Prepare recurring and ad-hoc compensation reports, dashboards, and data summaries for HR and leadership.
Ensure data integrity through audits, reconciliations, and adherence to established compensation methodologies and standards.
Identify opportunities to improve compensation processes, tools, and reporting efficiency.
Document compensation methodologies and standard operating procedures.
Support compliance and audit activities related to compensation programs and data.
Provide analytical support for complex compensation changes and strategic initiatives.
Partner with HR, Payroll, and business leadership to support accurate and timely compensation execution.