Lead Compensation Consultant
About The Position
At Forged Fiber, our mission is bold but simple: deliver fast, reliable, future-proof connectivity that builds the foundation for everything online. As we execute, we believe the right way to do something is the only way. This foundation guides how the company builds, operates, and maintains a state-of-the-art open-access fiber network platform that empowers millions. Forged Fiber is about more than building a network. It is about people. Every role matters. Every contribution counts. Together, employees create impact through teamwork, trust, and a shared commitment to excellence. The Role The Lead Compensation Consultant designs, supports, and administers compensation programs that align with organizational objectives and enable the attraction, retention, and motivation of talent. This role serves as a strategic advisor to business and HR partners, translating business needs into competitive and compliant pay solutions across base pay, incentives, and (where applicable) equity. The position leverages compensation analytics and market insights to drive recommendations, improve programs and processes, and influence leadership decisions
Requirements
- Required 5+ years of progressive experience in compensation, total rewards, HR analytics, or a closely related field
- Demonstrated ability to consult with HR and business leaders on compensation decisions and program design
- Strong analytical skills with the ability to interpret trends, develop insights, and make data-driven recommendations
- Working knowledge of compensation compliance considerations and governance practices
- Proven project management capability and ability to influence in a matrixed environment
- Extensive experience designing and building enterprise‑level compensation plans and programs, leveraging market data and internal equity principles to drive attraction, retention, and performance.
Nice To Haves
- Bachelor’s degree (BS/BA) or equivalent experience
- Relevant compensation or HR certification (as required/appropriate by area)
Responsibilities
- Compensation Strategy & Program Design Support the design, evaluation, and implementation of compensation strategies and programs aligned to organizational goals, including base pay structures, incentive plans, and equity approaches (as applicable). Partner with key stakeholders to ensure compensation programs are competitive, scalable, and aligned to talent and workforce needs. Contribute to long-term compensation roadmaps and program enhancements based on business priorities and market movement.
- Consultative Partnership Provide expert consultation to HR and business partners on compensation topics such as pay positioning, salary offers, internal equity, retention actions, and pay decision frameworks. Translate complex compensation concepts into clear guidance and recommendations for leaders and stakeholders. Influence outcomes through strong stakeholder management, sound judgment, and effective communication.
- Analytics, Market Data & Insights Analyze compensation data to identify trends, outliers, and opportunities; develop recommendations to optimize pay practices and program effectiveness. Conduct market research and participate in salary surveys to understand external trends and maintain competitive positioning. Prepare leadership-ready analyses and insights that connect compensation recommendations to business outcomes.
- Policy, Governance & Compliance Ensure compensation practices and decisions align with applicable country, federal, state, and local laws and regulations. Support development, interpretation, and documentation of compensation policies, guidelines, and governance practices. Identify risk areas and recommend controls or process improvements to strengthen compliance and consistency.
- Job Architecture & Workforce Alignment (as applicable) Support job alignment, job evaluation, and job pricing efforts to maintain a clear and consistent job structure. Partner on organization design initiatives to ensure roles are leveled and priced appropriately within the compensation framework.
- Annual Cycles, Project Leadership & Process Improvement Play a key role in annual compensation processes (e.g., merit planning, incentive planning support, salary review cycles), including tools, communications, and quality controls. Lead or contribute to cross-functional compensation projects with strategic autonomy; manage timelines, deliverables, and stakeholder expectations. Drive continuous improvement through streamlined processes, improved documentation, and enhanced reporting.
- Mentorship & Thought Leadership Serve as a subject matter expert and mentor to less experienced team members, sharing best practices and guiding problem-solving on complex cases.
Benefits
- Forged Fiber offers a comprehensive package featuring a broad range of Health, Life, Voluntary Lifestyle benefits and other perks that enhance your physical, mental, emotional and financial wellbeing.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Number of Employees
1-10 employees
