Senior Compensation Partner- AI Enablement & Integration

Western Governors University•Salt Lake, UT

2d•Onsite

About The Position

The Senior Compensation Partner serves as a subject matter expert and strategic consultant across global compensation programs. The role provides enterprise-level compensation expertise and analytics to inform decisions about attracting, retaining, and rewarding talent. It advances Compensation Intelligence by applying advanced analytics, artificial intelligence, automation, and emerging technologies to improve decision-making and create scalable, data-driven solutions. The position helps lead the design and evolution of technology-enabled compensation strategies, programs, and frameworks. It partners with leaders to align compensation with market competitiveness, internal equity, regulatory requirements, and business strategy, and to establish Total Rewards as a strategic differentiator. The role also leads compensation planning, job architecture and governance work, market analysis, pay equity and compliance efforts, executive education, and cross-functional initiatives. It provides mentorship and technical leadership to compensation team members and champions responsible use of AI in compensation. This is a full-time, regular position classified for 40 standard weekly hours. It requires occasional travel of up to 20%, including attendance at designated company summits, typically one to two per year. Additional travel may include conferences and visits to company locations.

Requirements

Expert knowledge of compensation strategy, program design, market pricing, job architecture, and Total Rewards principles.
Expertise in using artificial intelligence, automation, and compensation intelligence solutions to improve analytics, decision-making, workflow efficiency, and stakeholder experience.
Advanced expertise in compensation analytics, modeling, workforce planning, and translating complex data into executive-level insights and recommendations.
Strong business acumen and demonstrated ability to influence senior leaders and align compensation strategies with organizational objectives.
Deep understanding of compensation governance, regulatory compliance, pay transparency, and pay equity practices.
Demonstrated ability to lead complex initiatives, navigate ambiguity, and drive organizational change in dynamic environments.
Excellent communication, presentation, consulting, and storytelling skills with executive audiences.
Strong project leadership skills and proficiency with HRIS and compensation technologies, including Workday and analytics platforms.
Bachelor’s degree in a science, business, or other related field, or equivalent relevant experience in lieu of the degree.
12 years of relevant analytical experience, with at least 5 years in Compensation, People & Talent Analytics, Business Intelligence, HRIS Analytics, or closely related work.
Demonstrated experience leading enterprise-wide compensation initiatives and advising senior leadership.
Experience with compensation tools and market data sources such as Radford-Aon, Mercer-Marsh, Towers, or CUPA-HR.

Nice To Haves

Master’s degree in a related field.
Certified Compensation Professional (CCP) certification.
Experience in executive, sales, and/or global compensation.
Experience with Workday or another HRIS.
Project management certification, such as PMP or Agile.
Experience designing and implementing AI-enabled compensation, workforce analytics, or Total Rewards solutions.
Claude certification or equivalent AI and prompt engineering credentials.
Experience leading AI adoption, governance, or workflow transformation initiatives within Human Resources, Compensation, or Total Rewards.

Responsibilities

Lead the advancement of compensation intelligence capabilities using data, automation, artificial intelligence, and predictive analytics to strengthen decision-making, efficiency, and workforce planning.
Advise leaders and teams on emerging technologies and AI-enabled approaches for compensation analysis, workforce insights, scenario modeling, and decision quality.
Serve as a trusted advisor on complex compensation matters, including offers, retention strategies, organizational design impacts, and high-risk pay decisions.
Execute the ongoing evolution of compensation philosophy, strategy, and frameworks in alignment with long-term business objectives.
Influence enterprise decisions with data-driven insights, scenario modeling, and compensation-related risk assessment.
Oversee the design and refinement of salary structures, incentive plans, and pay-for-performance frameworks.
Evaluate, pilot, and integrate emerging technologies, including AI-enabled tools such as Claude, to improve compensation processes, scalability, and recommendation quality and consistency.
Develop and maintain compensation workflows, methodologies, and governance standards that use AI-assisted solutions while maintaining oversight, data integrity, and compliance.
Provide strategic oversight of job architecture, including job leveling frameworks, titling standards, and job evaluation methodologies.
Lead enterprise-wide job-structure initiatives and establish compensation governance practices that support consistency, transparency, and compliance.
Lead complex market benchmarking, modeling, and predictive analytics to inform compensation strategy.
Use AI-assisted analytics and modeling tools to accelerate analyses, identify workforce trends, and support proactive decisions.
Translate market data, internal equity analysis, and business context into actionable executive-level recommendations.
Identify compensation-related market, regulatory, and workforce trends and risks, and develop proactive solutions.
Design and implement compensation intelligence solutions that combine market data, workforce trends, pay equity analyses, and organizational metrics.
Lead annual compensation planning, including merit, promotion, and incentive cycles; provide strategic direction on budgets, modeling, and distribution.
Advise leadership on compensation allocation strategies and trade-offs.
Ensure compliance with federal, state, and international compensation regulations, including FLSA and pay transparency laws.
Lead pay equity analyses and remediation strategies with a focus on internal fairness and compliance.
Develop and deliver executive-level communications and education on compensation philosophy, programs, and decisions.
Create tools, frameworks, and guidance that support consistent compensation decisions by leaders and HR partners.
Educate stakeholders on responsible AI use in compensation, including best practices, governance standards, and opportunities to improve business outcomes.
Develop AI tools, agents, prompts, frameworks, and knowledge resources to help Compensation, HR, and business leaders use AI-enabled compensation insights.
Mentor and provide technical leadership to compensation team members, and build team capability through knowledge sharing and best practices.
Lead large-scale cross-functional compensation initiatives, such as job architecture transformations, pay equity studies, and program redesigns.
Champion AI-enabled compensation practices and build organizational capability in compensation intelligence, analytics, and workflow automation.
Guide effective use of Claude and other emerging technologies to improve productivity, analytical rigor, and strategic impact.
Stay current on compensation trends, technologies, including AI applications, and best practices.
Perform other job-related duties as assigned.