Compensation Senior Manager

Wells Fargo•Minneapolis, MN

38d•Hybrid

About The Position

Wells Fargo is seeking a Compensation Senior Manager to join our Total Rewards Compensation Team to support our Corporate & Investment Banking line of business. This role serves as a key partner to business leaders and Human Resources (HR) teams, providing strategic consultation on compensation strategies that support business objectives, drive performance, and ensure market competitiveness. The position plays a key role in designing and managing compensation solutions, advising on complex issues, and partnering with stakeholders to successfully deliver changes to compensation programs and processes to the business, while ensuring alignment with governance and compliance standards. The Corporate & Investment Bank delivers a comprehensive suite of corporate banking;â¯investment banking; sales, trading, financing and research; andâ¯commercial real estate banking to corporate, institutional and government clients around the globe.

Requirements

6+ years of Compensation experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
3+ years of management or leadership experience

Nice To Haves

Deep understanding of Corporate Banking, Investment Banking, and Capital Markets is essential. Strong business acumen specific to these sectors, including familiarity with compensation structures for front-office roles
Proven experience in designing, implementing, and managing compensation programs including base pay, incentive pay, and performance management. Familiarity with regulatory compliance and risk governance is highly valued.
Experience with end-to-end implementation of strategic change initiatives; including identifying opportunities, influencing stakeholders and delivering an improved employee and manager experience.
Ability to advise senior leaders on complex compensation matters, negotiate packages, and align compensation strategies with business goals. Experience consulting on job evaluations, market benchmarking, and pay equity analysis is critical.
Effective communicator, capable of presenting with Executives.
Advanced Excel skills, experience with Workday or similar HRIS platforms, and the ability to navigate large, sensitive datasets. Strong analytical skills with high attention to detail are expected
Ability to manage multiple priorities in a complex, fast paced environment.

Responsibilities

Serve as a manager leading a team of compensation consultants and be a trusted advisor to business leaders, HR partners, and cross-functional teams by fostering open communication, understanding stakeholder needs, and delivering value-added compensation support.
Develop and maintain strong partnerships with HR Business Partners, Recruiters, Finance, Legal, and Total Rewards Communities of Excellence to ensure alignment and consistency in compensation practices
Partner with peers across functions to share best practices and consider enterprise impacts of compensation decisions.
Assess business priorities and analyze compensation data and trends to deliver forward-thinking actionable recommendations to the business that align pay strategies with organizational goals, talent needs and market dynamics in an executive-ready manner.
Leverage business knowledge and compensation analysis to influence the design of the job catalog, base pay structures, differentials, and other compensation programs.
Support the annual compensation planning cycle, including merit, bonus, and equity planning, ensure readiness of key stakeholders.
Conduct market pricing and benchmarking to inform compensation decisions and maintain competitiveness that are in alignment with business priorities.
Review compensation in job offers for reasonableness and alignment with company practices and guidelines, influencing the business and talent acquisition partners as necessary to support equitable decisions.
Manage readiness activities for the business in relation to enterprise-wide compensation programs and processes changes
Lead compensation workstreams for key business changes such as reorganizations, acquisitions, or new initiatives.
Ensure business-specific compensation practices comply with internal policies, regulatory requirements, and risk management standards.
Communicate complex compensation concepts clearly to non-compensation audiences, including senior leaders.