HR Compensation Partner

Foundation Risk Partners•Camden, NJ

About The Position

The HR Compensation Partner supports compensation programs, job architecture, and related processes. The role combines hands-on compensation analysis with Workday administration, market benchmarking, job evaluation, and support for annual compensation programs. Working with HR Business Partners, Talent Acquisition, business leaders, and other partners, this position provides practical, data-driven compensation guidance and helps maintain accurate and consistent compensation and job data in Workday. The role calls for strong analytical skills, sound judgment, attention to detail, and the ability to manage responsibilities independently while balancing multiple priorities. Responsibilities include conducting market pricing for new and existing positions; evaluating job descriptions for market matches, FLSA status, and job level; developing compensation recommendations; supporting job architecture and Workday data; assisting with annual merit and bonus cycles; advising HR partners and business leaders; and supporting reporting and process improvement.

Requirements

At least 3 years of compensation experience.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Experience with Workday.
Experience with compensation analysis, market pricing, job evaluation, and/or salary structures.
Proficiency in Microsoft Word, PowerPoint, and Excel, including lookups, pivot tables, formulas, and data analysis.
Strong analytical skills and the ability to translate data into practical recommendations.
Excellent attention to detail and commitment to data accuracy.
Strong written and verbal communication skills, including the ability to communicate effectively with HR partners, managers, and senior leaders.
Ability to manage multiple priorities and work independently in a fast-paced, collaborative environment.
Sound judgment and discretion when handling confidential compensation and employee information.
Comfort learning new technology, processes, and compensation methodologies.

Nice To Haves

Familiarity with Adobe Pro, SharePoint, and SmartSheet.
Experience in insurance, brokerage, or financial services.
Experience participating in compensation surveys, including Aon or comparable providers.
Experience supporting job architecture, job leveling, salary structure, or compensation program implementation.

Responsibilities

Conduct independent market pricing of new and existing positions using external survey data, market resources, internal job architecture, and other relevant information.
Evaluate job descriptions to identify appropriate market matches, FLSA status, and job level, and support consistent benchmarking decisions.
Develop data-driven recommendations for new-hire offers, salary adjustments, promotions, and other compensation decisions.
Participate in compensation surveys and assist with analyzing market trends and survey results.
Support job architecture and data validation initiatives, including mapping employee groups to job profiles, developing validation templates and standardized job descriptions, coordinating follow-ups, and tracking outstanding items.
Maintain compensation-related Workday data, including job profiles, job families, job levels, salary ranges, and other job attributes.
Create and maintain job profiles and help ensure positions are aligned with the appropriate job architecture.
Partner with HR teams to resolve job profile, compensation, and employee data issues.
Review and validate compensation and job data for accuracy and consistency.
Assist with testing and implementation of Workday compensation enhancements, configuration changes, and process improvements.
Help maintain documentation and standards related to job architecture and compensation processes.
Support annual merit and bonus review cycles from planning through completion, including Workday cycle preparation, testing, data validation, reporting, and troubleshooting.
Develop tools, reports, job aids, guides, and other resources for managers and HR partners during compensation cycles.
Monitor compensation data and identify issues requiring research or resolution.
Support other compensation programs and initiatives throughout the year.
Partner with HR Business Partners and business leaders to provide compensation guidance and translate analysis into practical recommendations.
Respond to compensation inquiries and support resolution of compensation matters.
Communicate findings, recommendations, and potential risks clearly and professionally to relevant stakeholders.