Compensation Partner

Western Governors University•Salt Lake City, UT

4d•Remote

About The Position

The Compensation Partner works across all aspects of global compensation programs and provides strategic analysis to support critical decisions for retaining and attracting talent. This role blends strong technical compensation experience with a business partner’s mindset. As a key member of the Total Rewards team, develops and executes effective compensation strategies, conducts strategic analysis, and designs, implements, and manages global compensation solutions. Plays a key role in establishing Total Rewards as a key differentiating factor in the ongoing transformative compensation journey. Partners with colleagues across the organization and with senior leaders to ensure that our compensation strategies remain competitive and aligned with industry standards and our business goals. Administers, recommends, and reviews compensation policies, procedures & programs.

Requirements

Bachelor's Degree in a science, business, or other related field.
8 years of total relevant experience, with 5 of those coming from direct Compensation experience.
Experience with Compensation tools and systems e.g. Pave, Radford, Towers, Mercer, CUPA-HR, etc.
Equivalent relevant experience performing the essential functions of this job may substitute for education degree requirements.
Strong knowledge of compensation, performance, and rewards programs.
Advanced knowledge and experience in market pricing and survey participation.
Excellent applied analytical and quantitative skills.
Skilled in using data to tell a story, and in knowing how to tailor the presentation of data based on the audience.
Ability to oversee completion of departmental projects and day-to-day work.
Ability to research and find answers independently, and to remain up to date on compensation surveys, trends, and laws, including Federal and state employment laws, FLSA, ADA, EEO, compensation, etc.).
Strong written, verbal and presentation skills.
Expertise in building compensation systems, compensation ranges, working with market data, and scaling processes with company growth.
Experience working with and applying compensation techniques, job evaluation, salary survey practices and methodologies, salary program development, job documentation, the elements of total rewards, and target setting concepts.
Well versed in Office 365 applications.
Advanced Excel user.
Ability to handle ambiguity and complex, often changing, environments.
Strong believer in the art of compensation.
Ability to influence leaders and stakeholders at all levels and areas of the organization.
Experience working with HRIS systems.

Nice To Haves

Master's degree in a science, business, or other related field.
Certified Compensation Professional (CCP) Designation
PMP, Agile, or other project management certification
Experience with Workday
Experience in sales, executive, and global compensation

Responsibilities

Effectively partners with leaders and stakeholders to manage, consult, and resolve compensation issues (new hire offers, promotions, internal transfers, retention, etc.)
Designs and implements the compensation philosophy, strategy, policies, and programs which align with and support our organizational goals, ensure market competitiveness, and reward high performance.
As part of a Global Compensation team, builds and maintains salary ranges for new countries as necessary.
Establishes, oversees, and maintains job structure standards.
Establishes job descriptions and job evaluation systems to ensure fair and equitable pay practices.
Establishes, updates, and maintains job description database.
Maintains job architecture and ensures data integrity of job codes, job leveling, job titles, salary ranges, and other related compensation elements within the Workday HRIS system.
Conducts competitive benchmarking and analysis to evaluate compensation programs, policies, and processes.
Monitors and analyzes external compensation trends and develops innovative solutions.
Analyzes and recommends changes to existing salary structures, policies, and procedures.
Participates in strategic projects such as evolving the job architecture, assessing the compensation of critical talent, reviewing the effectiveness of compensation programs and policies, and analyzing compensation outcomes to draw conclusions and make recommendations for further consideration.
Plays a key role in the creation, consultation, and review of compensation policies and processes.
Conducts research and analysis (quantitative and qualitative) of compensation issues including market trends, pay plan designs, and incentive programs.
Ensures FLSA exemption compliance working with legal and management as needed on assessing and classifying jobs.
Administers the annual pay for performance compensation process.
Provides analytical support in complex aspects in the development of merit budgets, salary structure modifications, and incentive plan data gathering and reporting.
Provides recommendations and guidance in the analysis of salary surveys, other market analysis, salary planning activities, benchmarking, internal and external equity studies, and job evaluations.
Participates in salary surveys and analyzes results to ensure compensation programs remain competitive.
Consolidates information and provides overview of market trends and best pay practices.
Provides advice, guidance, and support to all levels of management on compensation-related issues.
Develops and communicates compensation education materials on philosophy, strategy, and applicable programs.
Develops and presents compensation-related training programs to managers and staff.
Provides direction and guidance to more junior compensation staff members.
Supports other members of the People & Talent team as needed to complete projects and keep others informed.
Stays current on the latest trends and developments in the field of compensation. This includes keeping pace with the usage of AI in the compensation space.
Performs other job-related duties as assigned.