Senior Compensation Associate

CI Financial•New York, NY

1d•$140,000 - $170,000•Hybrid

About The Position

At Corient, we help high- and ultra-high-net-worth individuals and families to enjoy a full life, while enabling them to preserve their wealth for future generations, and provide for the people, causes and communities they care about. We focus on exceeding expectations, simplifying lives, and establishing legacies that last for generations. We are always looking for talented and motivated individuals to join our team. If you want to work for a company that values your contributions and supports your growth, we would like to meet you. We are seeking a highly numerate, self-starting Senior Global Compensation Associate to manage, optimize, and scale our international reward frameworks within the financial services sector. In this role, you will act as a strategic partner to Global Finance, HR Business Partners (HRBPs), and business leaders to design competitive, regulatory-compliant compensation programs. You thrive in environments with ambiguity, easily shifting between complex financial modeling and high-level strategy conversations regarding cash and equity structures. The ideal candidate is an analytical expert who leverages Workday to translate dense datasets into actionable business insights under tight timelines.

Requirements

Minimum of 5 to 8 years of dedicated, progressive experience in corporate compensation analysis, ideally within the financial services sector.
Proven hands-on experience utilizing Workday (specifically Workday Compensation) to manage large-scale global salary and incentive programs.
Bachelor’s degree in finance, Mathematics, Economics, or a highly quantitative field.
Advanced mastery of Microsoft Excel (e.g., index/match, arrays, complex nested formulas, financial modeling).
Advanced knowledge of global cash structures, bonus pools, and complex equity award mechanics (such as vesting schedules, performance metrics, etc.).
Extensive hands-on experience utilizing financial services market survey databases (e.g., McLagan, Mercer, Willis Towers Watson).
Ability to operate effectively and build structured solutions out of loose, shifting business requirements across different regions.
High intrinsic motivation to initiate tasks, solve problems proactively, and independently manage time-sensitive projects.
Strong capacity to view compensation through a financial and operational lens, aligning reward plans directly with business profitability and risk management.
This position requires the physical capabilities to work in an office environment, which may include prolonged periods of sitting at a desk and working on a computer.
This position may require the ability to lift up to 15 pounds.
Must be 18 years of age or older.
Must have unrestricted work authorization to work in the United States. For U.S. employment opportunities, Corient hires U.S. citizens or permanent residents. Exceptions to these requirements will be determined based on shortage of qualified candidates with a particular skill. Corient will require proof of work authorization.
Must be willing to execute Corient’s Employee Agreement or Confidentiality and Non-Disclosure Agreement, which require, among other things, post-employment obligations relating to non-solicitation, confidentiality, and non-disclosure.

Nice To Haves

The ability to create sustainable modeling architecture through automation would be extremely valuable in this role.

Responsibilities

Build, maintain, and audit complex models to evaluate the internal equity and external competitiveness of global compensation programs and build / maintain sustainable models that can be leveraged over a period of time. The ability to create sustainable modeling architecture through automation would be extremely valuable in this role.
Leverage Workday's advanced compensation module to manage salary structures, grade profiles, eligibility rules, and merit cycles. In addition, leveraging the full suite of Workday's automation capabilities to create sustainable compensation modeling / insights architecture.
Own the global participation in and analysis of financial services market surveys to identify talent trends and shifting salary movements. Build automated / self-service reports for HR Business Partners, Finance and other stakeholders.
Partner with leadership to draft, refine, and model structures for international base salaries, variable cash incentives, and deferred equity awards.
Serve as the subject matter expert to HRBPs, providing clear, data-backed guidance as needed, included liaising with Finance to ensure a robust bonus accrual process.
Drive the execution of time-sensitive global compensation cycles, including annual year end reviews, from initial budgeting to final implementation.
Translate intricate financial, regulatory, and equity concepts into straightforward, universal narratives for non-technical stakeholders and executive teams.
Maintain high-quality documentation of global reward structures and ensure strict compliance with regional labor laws and financial services remuneration regulations.