Senior Compensation Specialist

Liberty Mutual Insurance•Boston, MA

12h•Hybrid

About The Position

The Compensation Design team is looking for a Senior Compensation Specialist to support the development, implementation and administration of Liberty Mutual’s compensation programs. This role is responsible for effectively managing compensation programs and practices in alignment with the overall goals of the organization. As an individual contributor, you will partner with the Director of Compensation Design and the Compensation Design and Advising Teams to manage the design and implementation, communication, and change management of global compensation programs. Your role will involve the management and design of the annual merit program, promotions process, and advancement of compensation programs in support of our 3-5 year roadmap while delivering exceptional customer service and fostering collaboration with internal and external stakeholders.

Requirements

Bachelor`s degree (preferably in Human Resources or Business Administration) or equivalent experience required, in addition to 5-7 years of relevant and progressively more responsible experience in compensation or other quantitative business fields.
Strong analytical, decision making, and problem-solving skills; demonstrated ability to learn complex concepts quickly and apply business and financial acumen.
Excellent interpersonal, written, and verbal communication skills with ability to articulate complex concepts; strong presentation and project management skills.
Demonstrates strong business, analytical, and financial acumen, with ability to learn complex concepts quickly.
Proven ability to work in a fast-paced, time-sensitive environment; strong attention to detail, deadline driven, and effective at managing multiple priorities and competing viewpoints.
Solid PC skills, including proficient use of Microsoft PowerPoint and Excel.

Nice To Haves

Compensation design expertise: hands-on experience designing and implementing compensation programs (merit, promotions, pay structures, global pay practices) and applying job architecture and market benchmarking to program decisions.
Excel modeling: ability to build and maintain financial and compensation models (scenario analysis, budgeting, pivot tables, advanced formulas, etc.) to support budget recommendations and program design.
Critical thinking & structured problem solving: demonstrated comfort with using data to diagnose root causes, evaluate trade-offs, synthesize insights, and recommend clear, actionable solutions for program design and execution.
Familiarity with compensation tools and data sources (e.g., market surveys, industry benchmarks, Compensation platforms such as MarketPay); ability to translate those inputs into program recommendations and partner with Technology to design and test changes.

Responsibilities

Leads the administration of annual compensation planning, including merit design, budget planning and modeling. Participates in market surveys and partners closely with Finance to build a holistic budget recommendation to ensure market competitiveness. Oversees the global merit budget process and provides guidance, as needed, to international compensation partners. Ensures smooth merit execution.
In alignment with our internal job architecture, redesigns the promotion process construct with a global, enterprise lens. Establishes the go-forward promotion design based on market practice and guiding principles developed in partnership with the Finance and Performance teams. Leads the design and standardization of the promotion process across the enterprise by embedding promotion cycles within the performance cycle. Continually reviews, refines, and evolves the design of the promotion process throughout the performance year to ensure alignment with our compensation philosophy and strategy.
Advances the 3–5-year compensation roadmap by leading program re-design changes in support of our long-term vision. Program areas include simplifying global merit methodology, identifying opportunities to optimize technology to support program delivery, and researching new pay practices in line with market practice.
Independently conducts complex analyses and modeling. Uses data to support the design, development, and evolution of compensation programs to better align with current industry trends and competitive landscape.
Serves as project manager, team member or advisor on moderate-sized compensation projects by gathering, organizing, and analyzing data as well as presenting findings and recommendations.
Proactively identifies opportunities to redefine and streamline processes. Partners with key stakeholders to develop and implement changes and recommend best practices.