Compensation Program Lead - Base Pay and Job Architecture

HP•Spring, TX

3d•$116,150 - $170,000

About The Position

The Compensation Program Lead for Base Pay and Job Architecture designs, implements, and maintains global base pay and job architecture programs affecting more than 55,000 employees. The role ensures these programs are market competitive and aligned with the company’s compensation philosophy and business needs, while influencing and driving compensation programs in a diverse, dynamic technology environment. The position manages base pay strategy, forecasts, and rollout; maintains job architecture; supports benchmarking and market pricing; and partners with internal stakeholders and external vendors. It provides analytical and consultative support, contributes to global initiatives, monitors program effectiveness, and delivers executive-level summaries to inform senior management decisions. The role has broad impact across functions and leads large cross-division teams or projects, providing innovative solutions to complex problems within established policy. The role typically requires 10 or more years of relevant work experience and a four-year or graduate degree in a related discipline, or commensurate experience or demonstrated competence. The listed pay range is $116,150 to $170,000 USD annually for U.S. candidates, with additional bonus and/or equity opportunities. Pay varies based on work location and job-related knowledge, skills, and experience. The position is full-time and involves 25% travel; no relocation is offered.

Requirements

Four-year or graduate degree in Human Resources, Organizational Development, Finance, Business, or another related discipline, or commensurate work experience or demonstrated competence.
Typically 10 or more years of work experience, preferably in compensation management and administration, employee benefits and rewards, finance, or a related field.
Deep technical competency, including experience and knowledge of Microsoft Excel, Access, and PowerBI; VBA knowledge is a plus.
Experience properly securing, protecting, and managing sensitive and confidential data.
Excellent analytical, problem-solving, and decision-making skills, including the ability to manipulate and interpret large, complex data sets.
Strong communication, presentation, and influencing skills, with the ability to communicate effectively with different audiences and levels.
Collaborative, team-oriented, and customer-focused, with the ability to build and maintain positive relationships with internal and external stakeholders.
Knowledge and skills in job architecture, job evaluation, benchmarking, market trends, dashboards, data analysis and presentation, economics, human resource management, HRIS, performance management, process improvement, project management, auditing, regulatory compliance, risk management, and Workday.
Cross-organizational skills in effective communication, results orientation, learning agility, digital fluency, and customer centricity.

Nice To Haves

VBA knowledge.
Preferred certifications: Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR; listed as SHPR in the posting).
Society for Human Resource Management (SHRM) certification.
Certified Compensation Professional (CCP).
Compensation Management Specialist (CMS).
Compensation Benefits Professional (CBP).

Responsibilities

Manage HP’s base pay programs end to end, including setting strategy, developing budget forecasts, and supporting rollout and delivery to more than 55,000 employees.
Maintain job architecture to ensure accurate classification of work and lead related maintenance and update projects.
Support annual benchmarking, structure development, and market pricing through data and system management.
Partner with internal stakeholders, including HR, Compliance, Legal, and Finance, and with external vendor partners to deliver and support compensation programs.
Provide analytical and consultative support for compensation projects and initiatives.
Contribute to and drive global projects, including the Annual Rewards Cycle, M&A, training, and communications.
Monitor and evaluate the effectiveness and impact of base pay and job architecture programs and policies, and propose enhancements and improvements.
Stay current on trends, developments, and best practices in base pay and job architecture, and provide thought leadership and insights to the compensation team and business.
Craft and deliver executive-level summaries to influence senior management decision-making.

Benefits

Health insurance
Dental insurance
Vision insurance
Long-term and short-term disability insurance
Employee assistance program
Flexible spending account
Life insurance
4–12 weeks of fully paid parental leave based on tenure
11 paid holidays
Additional flexible paid vacation and sick leave
Additional pay opportunities in the form of bonus and/or equity for U.S. candidates