Partner Compensation & Evaluation Associate Director

Sidley Austin•Chicago, IL

2d•$161,400 - $229,950•Hybrid

About The Position

The Partner Compensation & Evaluation Associate Director is responsible for leading the Firm’s Partner Compensation & Evaluation function, including support for the Partner evaluation process, compensation review cycles, compensation analytics, documentation, reporting, and coordination with adjacent Partner Matters functions. This role will provide leadership and operational discipline for an increasingly complex function, ensuring compensation and evaluation activity is accurate, timely, confidential, well-controlled, and aligned with Firm leadership expectations as the Firm’s Partner population and compensation structures continue to evolve, including income partner-related processes. Working closely with the Partner Services Director, Partner Relations, Partner Operations, Partner Accounting, Tax, Finance, Strategic Planning, Firm leadership, and other stakeholders, this individual will serve as a key compensation and evaluation process leader, analytical partner, and coordination point for sensitive Partner compensation matters.

Requirements

Bachelor’s degree in Accounting, Finance, Business, Economics, Human Resources, Data Analytics, or related field.
Minimum of 12 years of progressive experience in compensation, finance, accounting, analytics, human resources, professional services administration, or a related function.
Experience managing confidential compensation, performance, evaluation, financial, or senior stakeholder-related processes.
Demonstrated analytical capability, including experience developing reports, models, dashboards, decision-support materials, or executive-facing analysis.
Experience leading teams, managing projects or processes, and coordinating work across functions.
Demonstrated ability to operate in a complex, matrixed, service-oriented environment.
Strong organizational skills
Strong attention to detail
Good judgment
Strong interpersonal communication skills
Strong analytical and problem-solving skills
Able to work harmoniously and effectively with others
Able to preserve confidentiality and exercise discretion
Able to work under pressure
Able to manage multiple projects with competing deadlines and priorities.

Nice To Haves

Experience in a large law firm or sophisticated professional services organization.
Experience with Partner compensation, professional services compensation, performance evaluation, executive compensation, or equity / income partner structures.
Advanced degree, MBA, CPA, SHRM certification, compensation certification, or related credential.
Experience with financial systems, compensation systems, data management tools, or advanced Excel / reporting platforms.

Responsibilities

Lead the Partner Compensation & Evaluation function and manage the team responsible for compensation process support, evaluation coordination, analytics, reporting, documentation, and stakeholder coordination.
Establish clear priorities, timelines, accountabilities, handoffs, controls, and service expectations for compensation and evaluation activity.
Manage support for the Partner evaluation and compensation review process, including preparation for Management Committee compensation review meetings.
Coordinate evaluation-related timelines, materials, data inputs, stakeholder follow-up, process documentation, and leadership reporting.
Analyze quantitative and qualitative factors to support compensation discussions, leadership decision-making, Partner promotions, and other Partner population changes.
Oversee the development of compensation analytics, reporting, models, and decision-support materials for Firm leadership.
Track compensation-related decisions, individual agreements, committee determinations, special arrangements, and separation-related compensation implications.
Coordinate closely with Partner Accounting, Partner Relations, Partner Operations, Tax, Finance, Strategic Planning, and Firm leadership to ensure compensation decisions, changes, payments, and reporting are accurately reflected.
Maintain strong controls, documentation standards, confidentiality protocols, data quality, and process discipline for compensation and evaluation-related work.
Lead, coach, and develop Compensation & Evaluation team members, including clarifying roles, managing workload allocation, supporting training, providing feedback, and identifying staffing, process, system, or governance improvements.