Compensation Program Lead - Base Pay and Job Architecture

HP•Houston, TX

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 HP’s compensation philosophy and business needs, and influences and drives key compensation programs in a diverse, dynamic technology environment. The position manages base pay programs end to end, including strategy, budget forecasts, rollout, and delivery. It maintains job architecture, supports benchmarking and market pricing, partners with internal stakeholders and external vendors, and provides analytical and consultative support for compensation initiatives. The role also contributes to global projects such as the Annual Rewards Cycle, mergers and acquisitions, training, and communications; evaluates program effectiveness and recommends improvements; tracks developments and best practices; and prepares executive-level summaries to inform senior management decisions. The role is described as having impact across large functions and leading large cross-division functional teams or projects. It provides highly innovative solutions to complex problems within established policy. The position is full-time, with 25% travel and no relocation. The listed U.S. annual pay range is $116,150 to $170,000, with additional opportunities for bonus and/or equity.

Requirements

Four-year or graduate degree in Human Resources, Organizational Development, Finance, Business, or a related discipline; commensurate work experience or demonstrated competence may also qualify.
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.
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 approach, with the ability to build and maintain positive relationships with internal and external stakeholders.

Nice To Haves

VBA knowledge.
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification.
Society for Human Resource Management (SHRM) certification.
Certified Compensation Professional (CCP) certification.
Compensation Management Specialist (CMS) certification.
Compensation Benefits Professional (CBP) certification.
Knowledge of 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.

Responsibilities

Manage HP’s base pay programs end to end by setting base pay 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 projects related to its maintenance and updates.
Support annual benchmarking, structure development, and market pricing through data and system management.
Partner with internal stakeholders, including HR, Compliance, Legal, and Finance, as well as external vendor partners, to deliver and support compensation programs.
Provide analytical and consultative support on compensation projects and initiatives.
Contribute to, support, and drive global projects such as 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 abreast of 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.