Senior Compensation Specialist

Neuberger Berman•New York, NY

1d•$150,000 - $200,000•Hybrid

About The Position

The HCM Compensation and Analytics team is seeking an experienced Compensation professional to provide compensation advisory and analytics-driven insights. This role leads key compensation programs and processes, supports job architecture and benchmarking efforts, and partners closely with the People Analytics function to inform decisions with clear, actionable analysis.

Requirements

7-15 years of progressive compensation experience, including advisory support to business leaders; financial services experience strongly preferred.
Demonstrated experience with compensation benchmarking and survey tools (McLagan preferred) and the ability to translate market data into practical recommendations.
Experience supporting or leading job architecture and job leveling efforts.
Strong analytical skills with the ability to interpret people and compensation data, identify trends, and communicate insights clearly.
Experience using data visualization tools (e.g., Tableau, Power BI) to communicate compensation and workforce insights clearly to varied audiences.
Proven ability to manage complex processes and timelines, including year-end compensation planning cycles.
Strong written and verbal communication skills, with the ability to develop clear guidance and materials for managers and stakeholders.
Sound judgment, attention to detail, and the ability to handle sensitive information with discretion.
Advanced knowledge of Excel and PowerPoint.
Bachelor’s degree required.

Nice To Haves

Programming (SQL, Python, R) is preferred.
Familiarity with AI tools and agentic workflows is preferred; experience identifying use cases, prompting or configuring AI assistants, and evaluating outputs for accuracy and business applicability.
Advanced degree or professional certification a plus.

Responsibilities

Provide strategic compensation advisory support to HR Business Partners and business leaders, including guidance on pay decisions, internal equity, and competitive positioning.
Partner with the Head of Compensation to design, implement, and maintain compensation programs, policies, and practices aligned with business needs and market trends.
Lead compensation benchmarking activities using McLagan and other survey sources; interpret results and translate market data into recommendations.
Support job architecture and job leveling initiatives, including role evaluation, job family mapping, and maintenance of job documentation in partnership with HR stakeholders.
Partner with People Analytics to define analytical needs, interpret outputs, and apply insights to compensation and broader people-related decisions.
Manage and execute key deliverables for the annual compensation cycle, including planning, budgeting support, review materials, and coordination with HR and Finance partners.
Develop clear communications and change management materials to support compensation-related program updates, processes, and manager guidance.
Conduct ad hoc analysis and special projects related to compensation, workforce trends, and organizational design in support of business priorities.
Identify opportunities to build, deploy, and refine AI-powered tools and agents that improve the efficiency, accuracy, and scalability of compensation and people analytics workflows — including automating repetitive cycle tasks, enhancing data quality, and accelerating insight delivery.
Ensure compensation practices are applied consistently and in compliance with internal policies and applicable regulations.
Build strong working relationships across Human Resources, Finance, and the business to drive effective outcomes and responsive client service.