Compensation Strategist

CRC Group•Charlotte, NC

About The Position

The Compensation Consultant is an advanced individual contributor responsible for designing, managing, and administering competitive, cost effective compensation programs that support organizational strategy and business objectives. This role plays a hands on role in compensation strategy, design, implementation, and analysis across broad based, sales, and/or executive compensation programs and serves as a trusted thought partner to business and HR stakeholders.

Requirements

Bachelor’s degree preferred.
7+ years of progressive experience in Compensation or Human Resources.
Certified Compensation Professional (CCP) preferred.
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Advanced knowledge of compensation design, management, and analysis
Strong analytical and quantitative skills
High level of proficiency in Excel
Ability to communicate complex compensation concepts clearly and effectively
Strong stakeholder partnership and influence skills
Excellent time management and prioritization skills

Responsibilities

Design, manage, and administer competitive, cost-effective compensation programs, including salary structures, incentive plans, and pay policies, to support talent attraction, retention, and motivation.
Lead project management for compensation-related initiatives (e.g., job architecture, sales compensation plans, and other program enhancements), ensuring clear scope, timelines, stakeholder alignment, and successful delivery.
Conduct job analysis, evaluation, and classification activities in support of job architecture, leveling, and internal equity, and perform market benchmarking through participation in external compensation surveys (e.g., Mercer, McLagan).
Perform advanced compensation analysis to assess market competitiveness, internal pay relationships, and program effectiveness; interpret data and translate findings into clear insights and actionable recommendations for stakeholders.
Serve as a strategic compensation advisor and thought partner to business leaders, HR partners, and other stakeholders, providing guidance on compensation program design, emerging trends, best practices, and complex pay decisions.
Communicate compensation program features, pay practices, and design intent to employees, managers, and HR partners in a clear, practical, and business appropriate manner.
Partner cross-functionally with HR, Finance, Talent, and HRIS stakeholders to ensure alignment between compensation strategies, business objectives, and operational execution.
Support and manage vendor relationships related to compensation program design, benchmarking, and administration, leveraging external partners to enhance program effectiveness and value.
Participate in the design, development, and implementation of compensation systems, tools, and processes to improve efficiency, data quality, reporting, and decision support.
Exercise influence and leadership through subject matter expertise, analytical rigor, and strong communication, and may provide mentoring or technical guidance to other compensation professionals without direct people management responsibility.