Principal Compensation Consultant

PTC•Boston, MA

12d•$131,750 - $178,250•Hybrid

About The Position

PTC is seeking a Principal Compensation Consultant to serve as the primary compensation advisor for assigned executive stakeholder groups. This role will lead the design, implementation, and governance of compensation programs that support business objectives, talent strategy, market competitiveness, internal equity, and pay-for-performance principles across a global workforce. The ideal candidate brings deep compensation expertise, strong business acumen, exceptional consulting and cross functional collaboration skills, and the ability to influence senior stakeholders through data-driven recommendations and practical solutions.

Requirements

Bachelor's degree in HR, Business, Finance, Economics, or related field
8+ years of progressive compensation experience, including experience consulting with senior business leaders
Advanced proficiency in Excel
Experience with Workday compensation module
Deep knowledge of global compensation program design, market pricing, salary structures, incentive plans, and compensation governance within the technology industry
Experience with the Radford market survey platform
Strong analytical and quantitative skills with the ability to interpret complex data and develop recommendations
Excellent communication, presentation, and stakeholder management skills

Responsibilities

Primary compensation consultant, serving as trusted advisor and thought partner for IT, Marketing, Corporate Strategy, Velocity Business Unit, Finance, Legal, and HR.
Advise leaders on compensation decisions related to hiring, promotions, annual comp cycle increases, transfers, retention, reorganizations, and workforce planning.
Evaluate compensation-related issues and recommend solutions that balance market competitiveness, internal equity, pay-for-performance principles, and budget considerations.
Lead complex compensation projects with cross-functional stakeholders including the annual cycle and Workday compensation related set up and testing. As an example, you’ll be joining the Global Job & Market Pay Project working to implement a new job leveling system and market ranges.
Partner closely with the Workday HRIS/IT teams on compensation related configuration and cycle execution.
Develop market ranges globally using Salary.com’s Comp Analyst tool. Assist with survey participation, benchmark matching, and analysis of external labor market trends.
Analyze compensation data and prepare insights and recommendations for leaders and executive audiences. Partner with Finance and HR leadership to model compensation costs and forecast program impacts to support strategic workforce decisions.
Ensure compensation programs comply with applicable laws and regulations, including pay transparency, equal pay, and other compensation-related requirements. Develop and maintain compensation related policies and drive implementation of compensation-related tools and process improvements.