Compensation Partner

Accurate Background

3d•$82,500 - $110,000•Remote

About The Position

When you join Accurate Background, you’re an integral part of making every hire the start of a success story. Your contributions will help us fulfill our mission of advancing the background screening experience through visibility and insights, empowering our clients to make smarter, unbiased decisions. We are seeking a consultative and highly analytical Compensation Partner to drive our organization's total rewards strategy. In this role, you will act as an advisor to business leaders and HR Business Partners for the US, UK, and Australia, translating complex market data into actionable, equitable, and competitive compensation solutions that support talent attraction and retention.

Requirements

5+ years of directly related compensation experience in fast-paced corporate environments.
Strong proficiency in Microsoft Excel (e.g., VLOOKUP, pivot tables, complex modeling)
Workday HCM and Advanced Comp experience required
Strong ability to synthesize qualitative and qualitative analyses into understandable recommendations
High attention to detail and ability to build and iterate on compensation processes
Ability to handle sensitive information with confidentiality and professionalism
Strong execution skills and the ability to handle multiple priorities

Nice To Haves

Certified Compensation Professional (CCP) designation is preferred.

Responsibilities

Act as the primary compensation advisor to HR Business Partners and business leaders, providing tailored, data-driven solutions for complex pay issues.
Execute the annual merit, bonus, and promotion planning cycle in Workday's Advanced Comp module in partnership with the Director of Compensation and Benefits, HRIS, HR Business Partners, and Finance.
Conduct market pricing and compensation benchmarking using Aon Radford survey data to support pay decisions, job leveling, and salary structure alignment.
Perform ongoing pay equity analyses to identify pay gaps, ensuring fair and consistent pay practices across all job families.
Maintain salary structures, job architecture documentation, compensation guidelines, SOPs, and market data records.
Support administration of employee recognition and incentive programs.
Contribute to the continuous evolution and data integrity of job architectures, HRIS platforms (e.g., Workday), and compensation management tools.
Ensure all compensation practices, policies, and job classifications remain fully compliant with federal, state, and local labor laws, including FLSA exemptions.
Build and continue evolving compensation processes and policies to be scalable and efficient.
Assist in harmonization efforts for M&A.