Compensation Partner

LinkedIn•New York, NY

1d•Hybrid

About The Position

This role will be based in San Francisco, Mountain View, New York, or Chicago. At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team. We are seeking a Compensation Partner to closely collaborate with business leaders, Human Resources Business Partners, Global Compensation Team and other corporate partners to deliver high impact in this competitive talent market. In this position, you will serve as a consultative partner supporting the development, implementation, and administration of compensation programs, processes, polices and initiatives. You will be responsible for robust analysis of our compensation structures, the generation of competitive offer packages and presenting to leaders on compensation analyses and market trends.

Requirements

BA/BS degree or equivalent experience and 4+ years of experience in compensation, finance, HR, data analytics and any related field OR 7+ years of experience in compensation, finance, HR, data analytics, and any related field.

Nice To Haves

Excellent presentation skills with the ability to translate quantitative and qualitative analyses into engaging, informative, and persuasive communication in large and small group settings.
3+ years of experience in analytics tools (Excel, PowerBI, data modeling, data reporting)
Advanced analytical skills and data visualization
Strong written and verbal communication skills with the ability to communicate information to all levels of the organization, as well as partner and collaborate.
Action-oriented, highly adaptable, and creative problem solver who can manage multiple tasks.
Ability to work effectively across a complex organization.
3+ years of experience with maintaining internal client partnerships
Enthusiastic, team-first attitude; Motivated to work hard in a fast-paced, ever-changing environment to help our growing business.
3+ years of experience in related systems/programs (e.g Workday)

Responsibilities

Act as a strategic partner to business leaders and HR business partners on business unit compensation strategy, compensation cycles, programs, and initiatives.
Serve as the direct point of contact for HR Business Partners regarding employee questions on compensation.
Craft individual compensation recommendations for external new hires, internal transfer, and international movement.
Support the implementation of annual compensation cycles; align with business leaders and HR Business Partners on investment strategy; conduct analytical modeling as needed; review manager recommendations; provide consultation and advice to inform decision making.
Participate in salary and equity range reviews; perform independent analysis of internal and external benchmarking data to support compensation needs.
Continually assess market conditions and pay practices to ensure competitiveness and equitability of compensation plans and programs.
Support the development of compensation enablement or briefing materials for Leadership Team meetings.
Leveraging cross functional partners and firm-wide resources to achieve desired outcomes efficiently and with consistency across lines of business, where appropriate
Proactively address and solve operational problems and complex queries from internal or external partners.
Partner with global or regional teams to ensure consistency and compliance across geographies
Demonstrate deep analytical knowledge in interpreting complex data and developing compensation modeling and recommendations to drive consistent, automated, and data-based decision making.
Conduct ad-hoc compensation analysis to evaluate and identify opportunities to enhance the effectiveness of existing compensation programs.
Proactively identify and participate in Unit or enterprise-wide compensation initiatives to drive globalization, standardization and automation of compensation programs, process and offering.
Educate stakeholders on compensation policies, market trends, and best practices through partnership, consultation and communications.
Support organizational transformation initiatives.