Senior Compensation Partner- AI Enablement & Integration

Western Governors University•Salt Lake City, UT

4d•$123,000 - $190,700•Onsite

About The Position

The Senior Compensation Partner serves as an enterprise-level consultant and subject matter expert across global compensation programs. The role provides advanced technical compensation expertise, analytics, and business partnership to support decisions about attracting, retaining, and rewarding talent. It advances Compensation Intelligence by using analytics, automation, artificial intelligence, and emerging technologies to improve decision quality and create scalable, data-driven solutions. The position helps evolve compensation strategies, programs, and frameworks in alignment with the organization’s compensation philosophy, market competitiveness, internal equity, regulatory requirements, and business objectives. It partners with leaders and stakeholders, leads large-scale technology-enhanced initiatives, and establishes Total Rewards as a strategic differentiator. The role also provides technical leadership and mentorship to compensation team members and promotes responsible, governed use of AI in compensation.

Requirements

Expert knowledge of compensation strategy, program design, market pricing, job architecture, and Total Rewards principles.
Expertise 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.
Excellent communication, presentation, consulting, and storytelling skills with executive audiences.
Strong project leadership 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 as determined by the hiring manager.
12 years of relevant analytical experience, including 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 other HRIS.
Project management certification, such as PMP or Agile.
Experience designing and implementing AI-enabled compensation, workforce analytics, or Total Rewards solutions.
Claude certifications or equivalent AI and prompt engineering credentials.
Experience leading AI adoption, governance, or workflow transformation initiatives within Human Resources, Compensation, or Total Rewards.

Responsibilities

Advance compensation intelligence capabilities using data, automation, artificial intelligence, and predictive analytics.
Advise leaders and teams on emerging technologies and AI-enabled approaches for compensation analysis, workforce insights, scenario modeling, and decision-making.
Consult with leaders on complex compensation matters, including offers, retention strategies, organizational design impacts, and high-risk pay decisions.
Evolve the organization’s compensation philosophy, strategy, and frameworks in alignment with long-term business objectives.
Influence enterprise decisions through data-driven insights, scenario modeling, and compensation 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 and recommendations.
Develop and maintain compensation workflows, methodologies, and governance standards for AI-assisted solutions, ensuring oversight, data integrity, and compliance.
Provide strategic oversight of job architecture, job leveling, titling standards, and job evaluation methodologies.
Lead enterprise-wide job-structure initiatives and establish compensation governance practices that support consistency, transparency, and compliance.
Lead market benchmarking, modeling, and predictive analytics to inform compensation strategy.
Use AI-assisted analytics and modeling to accelerate analyses, identify workforce trends, and support proactive decisions.
Translate market data, internal equity analysis, and business context into executive-level recommendations.
Identify compensation-related market, regulatory, and workforce trends and risks, and develop proactive solutions.
Design compensation intelligence solutions that synthesize market data, workforce trends, pay equity analyses, and organizational metrics.
Lead annual compensation planning, including merit, promotion, and incentive cycles, and provide strategic direction on budgets, modeling, and distribution.
Advise leadership on 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.
Develop and deliver executive-level communication and education on compensation philosophy, programs, and decisions.
Create tools, frameworks, and guidance for consistent compensation decision-making by leaders and HR partners.
Educate stakeholders on responsible AI use in compensation, including best practices, governance standards, and business opportunities.
Develop AI tools, agents, prompts, frameworks, and knowledge resources for Compensation, HR, and business leaders.
Mentor and provide technical leadership to compensation team members, sharing knowledge and developing best practices.
Lead cross-functional compensation initiatives such as job architecture transformation, pay equity studies, and program redesigns.
Promote AI-enabled compensation practices and build organizational capability in compensation intelligence, analytics, and workflow automation.
Guide teams in using Claude and other emerging technologies to improve productivity, analytical rigor, and strategic impact.
Stay current on compensation trends, technologies, AI applications, and best practices.
Perform other job-related duties as assigned.