HR Compensation Partner

Foundation Risk Partners•Camden, NJ

22h

About The Position

Foundation Risk Partners is hiring an HR Compensation Partner for its Corporate HR team. The role supports compensation programs, job architecture, and related processes, combining 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, the HR Compensation Partner provides practical, data-driven compensation guidance and helps maintain accurate, consistent compensation and job data in Workday. The role calls for strong analytical skills, sound judgment, attention to detail, and the ability to manage assigned responsibilities independently while balancing multiple priorities. The position supports market pricing and job evaluation; job architecture and Workday data maintenance; annual merit and bonus cycles; stakeholder guidance; reporting; and process improvement. The successful candidate has hands-on compensation experience, understands compensation practices and market data, and can build stakeholder relationships and deliver accurate, actionable results with limited day-to-day direction.

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 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

Independently market-price 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 help analyze market trends and survey results.
Support job architecture and data validation initiatives, including mapping employee groups to job profiles, creating 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 align 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.
Maintain documentation and standards related to job architecture and compensation processes.
Support annual merit and bonus review cycles from planning through completion.
Assist with Workday compensation 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.