Principal Compensation and Benefits Partner

CompoSecure•Somerset, NJ

14h

About The Position

CompoSecure is seeking a hands-on compensation practitioner to design, administer, and continuously improve the company’s compensation programs. The role serves as the primary compensation subject matter expert and provides strategic oversight, leadership, and governance of benefits programs in partnership with internal HR colleagues and external vendors. It also plays a central role in the administration, governance, and ongoing management of equity compensation programs, working with Legal, Finance, Payroll, and external equity plan administrators to ensure accurate execution, compliance, and employee understanding. The position combines detailed analytical work, program design, and partnership with leaders. It provides oversight of benefits competitiveness, compliance, and management without owning day-to-day benefits administration. The role also drives continuous improvement, automation, advanced analytics, documentation, and governance across compensation, equity, and benefits workflows. CompoSecure is a global provider of premium metal payment cards and fintech solutions, including authentication and digital asset offerings. The position offers an annual pay range of $88,000 to $140,800, with offers based on qualifications. The role may be eligible for an annual or quarterly incentive plan based on employee performance and company goals.

Requirements

At least 7 years of progressive compensation experience, with demonstrated hands-on expertise.
Strong analytical skills, including experience with market pricing, pay modeling, and data interpretation.
Working knowledge of benefits programs and vendor-based benefits administration models.
Ability to partner with senior leaders and influence compensation decisions.
Experience supporting annual compensation planning cycles.
Experience with job architecture and career framework design.
Experience with pay equity analysis and pay transparency regulations.
Advanced Excel skills and comfort working with HRIS and compensation tools.
Proven people leadership at the Director level, including experience building, mentoring, and developing high-performing teams.
Ability to set vision, delegate effectively, and drive accountability across direct and indirect reports.
Skill in fostering a collaborative team environment, leading through change, and championing diversity, equity, and inclusion initiatives.

Responsibilities

Design, administer, and evolve compensation programs, including base pay, incentive plans, commission structures, and pay ranges.
Partner with HR leadership and business leaders on job architecture, leveling, career paths, and internal equity reviews.
Work with Recruiting on pay ranges for new requisitions.
Conduct market pricing and benchmarking using external surveys and translate the findings into pay recommendations.
Support annual compensation cycles, including merit, bonus, and promotion processes, modeling, guidelines, leader tools, and governance.
Perform pay equity analyses and support compliance with pay transparency and other applicable regulatory requirements.
Develop compensation guidelines, tools, and manager resources to support consistent decision-making.
Advise HR partners and leaders on compensation matters.
Oversee equity compensation program guidelines, including stock options, RSUs, and other long-term incentive awards, in alignment with organizational objectives and best practices.
Partner with Legal, Finance, Payroll, and external equity plan administrators on grant processing, vesting, reporting, taxation, and related administration.
Ensure equity programs comply with plan documents, regulatory requirements, and internal governance standards, with appropriate transparency and controls.
Support annual and ad hoc equity grant cycles, including eligibility reviews, grant modeling, approvals, and documentation.
Answer equity compensation questions from HR partners, leaders, and employees and provide guidance on program guidelines, processes, and market competitiveness.
Analyze and present individual and aggregate equity holdings and partner with Finance to review total compensation and market competitiveness.
Provide strategic oversight of medical, dental, vision, retirement, wellness, and leave programs to support competitiveness, compliance, and alignment with company philosophy.
Oversee benefits team members, brokers, and vendors by monitoring plan performance, analyzing cost trends, and improving employee experience.
Support annual benefits renewal planning and strategy, including cost modeling and recommendations to leadership.
Ensure benefits programs are documented, compliant, and effectively communicated without owning day-to-day administration.
Collaborate with internal stakeholders on benefits initiatives, vendor evaluations, and process improvements.
Partner with HR Business Partners, Talent, and Finance on workforce planning, organizational design, and people strategy initiatives.
Translate compensation and benefits topics into clear guidance for leaders and communications for employees.
Maintain documentation, controls, and audit-ready processes across compensation and benefits programs.
Assess market trends and evolving practices to inform program improvements.
Identify opportunities to simplify, automate, and scale compensation and benefits processes.
Use analytics, automation tools, and emerging AI capabilities to improve insights and modeling accuracy and reduce manual effort.
Design and implement repeatable, documented processes that improve data quality, controls, audit readiness, and cycle efficiency.
Partner with HRIS, Finance, Payroll, and external vendors to optimize system configuration, integrations, and reporting for compensation, equity, and benefits programs.
Develop dashboards, models, and leader-ready outputs that convert complex data into actionable insights.
Stay current on tools, technologies, and practices in compensation and benefits analytics, automation, and AI-enabled solutions, applying them where they add business value.
Champion continuous improvement while balancing innovation with governance, compliance, and employee understanding.
Lead, mentor, and develop high-performing teams; set direction, delegate, and drive accountability across direct and indirect reports.
Foster a collaborative team environment, lead through change, and champion diversity, equity, and inclusion initiatives.