Senior Compensation Partner

Corpay

1d • $116,000 - $140,000 • Remote

About The Position

Corpay is hiring a Senior Compensation Partner within its HR division and Shared Services line of business, based in Atlanta, Georgia. The role is a trusted advisor to HR and business leaders and owns enterprise compensation programs and processes. It provides hands-on, high-autonomy ownership without people-management responsibility, applying Corpay’s compensation philosophy and job architecture while improving how compensation programs operate and scale. The position works in a virtual environment. Corpay provides company-issued equipment and formal, hands-on training.

The role partners with assigned business groups and HR Business Partners on market positioning, offers, promotions, retention, reorganizations, job leveling and mapping, pay compression, and compensation exceptions. It owns designated enterprise programs, including the corporate bonus program, and helps lead the annual compensation cycle alongside the Compensation Partner. It also applies and strengthens job architecture, supports compensation work related to acquisitions and other enterprise initiatives, and leads improvements to compensation processes, controls, documentation, and systems—including the planned transition of the corporate bonus program into Workday.

Requirements

• 4–6 years of significant progressive experience in broad-based compensation.
• Strong knowledge of market pricing, salary structures, job evaluation and leveling, annual compensation processes, incentive programs, and compensation analytics.
• Experience independently advising HR and business stakeholders on complex compensation matters.
• Experience leading or owning significant compensation programs or processes from planning through execution.
• Ability to balance sound technical judgment with practical business partnership.
• Strong analytical skills and comfort working with complex compensation data.
• Advanced Excel skills or equivalent ability to efficiently analyze, validate, and communicate data.
• Experience improving processes, creating structure, and organizing work that may not yet be fully defined.
• Strong written and verbal communication skills.
• Sound judgment about when to resolve an issue independently and when to escalate.

Nice To Haves

• Experience administering incentive programs through Workday or implementing compensation processes in Workday.

Responsibilities

• Serve as the primary compensation partner for assigned business groups and HR Business Partners.
• Advise on market positioning, offers, promotions, retention actions, reorganizations, job leveling and mapping, compression, and compensation exceptions.
• Translate complex or incomplete information into clear, practical recommendations and challenge proposals that conflict with compensation philosophy, job architecture, internal equity, or governance.
• Partner with Talent Acquisition, HRBPs, HRIS, Finance, Payroll, and business leaders to resolve compensation needs and support decisions.
• Lead designated enterprise compensation programs from planning through execution, communication, governance, and continuous improvement.
• Own the corporate bonus program, including objective-setting, stakeholder coordination, participant communications, results collection, payout calculations, approval materials, training, resources, and process governance.
• Coordinate with Finance and HR partners to ensure program inputs and outcomes are accurate, complete, and timely.
• Identify opportunities to strengthen program design, controls, efficiency, and participant experience.
• Lead compensation workstreams as manual processes move into HR technology, including the planned transition of the corporate bonus program into Workday.
• Co-lead annual compensation activities alongside the Compensation Partner, including system configuration, testing, validation, communications, training, issue resolution, approvals, and closeout.
• Facilitate HR partner meetings and provide practical guidance throughout the annual compensation cycle.
• Keep work moving, solve problems without routine VP involvement, and recommend improvements to the accuracy, efficiency, controls, and usability of the cycle.
• Use established job architecture and compensation frameworks to evaluate jobs, organizational changes, acquisitions, and business requests.
• Make job-mapping recommendations based on work, scope, accountability, complexity, and decision authority rather than titles, budgets, or incumbents.
• Partner with HRIS and HR stakeholders to support accurate job creation, mapping, maintenance, and data integrity.
• Apply market data, salary structures, geographic differentials, and compensation tools to inform business decisions; escalate structural, philosophical, or precedent-setting questions when needed.
• Lead or contribute to compensation projects based on business priorities and team capacity.
• Identify operational problems and implement practical improvements within established strategy and governance.
• Support compensation work related to acquisitions, reorganizations, pay transparency, policy changes, system enhancements, and other enterprise initiatives.
• Create scalable documentation, resources, controls, and processes to make compensation work more consistent and effective.

Benefits

• Medical, dental, and vision benefits available the first month after hire.
• Automatic enrollment in the 401(k) plan, subject to eligibility requirements.
• Company-wide virtual fitness classes.
• PTO offerings including major holidays, vacation, sick, personal, and volunteer time.
• Employee discounts with major providers, including wireless, gym, and car rental providers.
• Philanthropic support with local and national organizations.
• Company-wide contests and prizes.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed