Compensation Partner

Modivcare

1d•$110,000 - $150,000•Remote

About The Position

The Compensation Partner serves as the primary compensation advisor to business leaders, HR Business Partners, Talent Acquisition, and other key stakeholders. The role provides strategic guidance on compensation policies, salary structures, market pricing, promotions, and incentive programs, and analyzes compensation and workforce data to identify market trends, pay equity concerns, retention risks, and opportunities for improvement. The position designs, implements, and administers compensation programs, including base pay, merit increases, bonuses, and incentives. It evaluates job descriptions, job levels, and salary ranges for internal equity and market competitiveness; reviews and recommends compensation adjustments; develops financial models and cost analyses; and supports annual compensation planning. The Compensation Partner also collaborates with Finance, HRIS, and HR teams to improve compensation processes, reporting, data accuracy, and system efficiency; provides guidance and training to leaders; supports compliance with company policies and applicable regulations; and contributes to organizational changes, workforce planning, and special compensation projects. This is a remote position with a Monday-Friday, 8 a.m.-5 p.m. ET schedule. The work is primarily seated and involves extensive computer and telephone use, with occasional standing, walking, reaching, bending, and lifting up to 10 pounds.

Requirements

Bachelor's degree in Business Administration, Finance, Human Resources, Mathematics, or a related field.
At least 7 years of broad-based compensation experience.
Experience in compensation plan design, job evaluation, market pricing, and salary structure development.
Strong analytical skills, advanced Excel proficiency, and experience with financial modeling and compensation data analysis.
Strong business acumen and excellent communication, consulting, and problem-solving skills.
Knowledge of compensation regulations, including FLSA, EEO, pay equity, and pay transparency requirements.
Ability to collaborate with business leaders and HR teams, manage multiple priorities, and maintain confidentiality.
Proficiency in Microsoft Office.

Nice To Haves

Experience in large, complex, or healthcare organizations.
Experience with Workday, ADP, and PayFactors.
Experience using technology to improve compensation processes and reporting.
Certified Compensation Professional (CCP) certification or progress toward certification.

Responsibilities

Serve as the primary compensation advisor to business leaders, HR Business Partners, Talent Acquisition, and other key stakeholders.
Provide strategic guidance on compensation policies, salary structures, market pricing, promotions, and incentive programs.
Analyze compensation and workforce data to identify market trends, pay equity concerns, retention risks, and opportunities for improvement.
Design, implement, and administer base pay, merit increase, bonus, and incentive programs.
Evaluate job descriptions, job levels, and salary ranges to ensure internal equity and market competitiveness.
Review and recommend compensation adjustments for new hires, promotions, transfers, and retention needs.
Develop financial models and cost analyses to support compensation recommendations and business decisions.
Support annual compensation planning, including merit increases, short-term incentive plans, and salary structure reviews.
Partner with Finance, HRIS, and HR teams to improve compensation processes, reporting, data accuracy, and system efficiency.
Provide compensation guidance and training to leaders while ensuring compliance with company policies and applicable regulations.
Support organizational changes, workforce planning, and special compensation projects as needed.