Sr. Compensation Consultant

Microsoft•Redmond, WA

About The Position

Microsoft’s Total Rewards organization is seeking a strategic and forward-thinking Senior Compensation Consultant to join our Engineering Compensation Consulting team. In this role, you will operate with end-to-end ownership to shape equitable and competitive compensation strategies—bringing together data, insights, and business acumen to inform high-impact talent and business decisions. You will partner closely with senior stakeholders to translate evolving business priorities into scalable, people-centered compensation solutions. Leveraging market intelligence and a deep understanding of Microsoft’s compensation principles, you’ll design and deliver approaches that attract, retain, and recognize top talent across a diverse, global workforce. As a trusted advisor, you’ll influence decisions through data-driven recommendations, proactively identify opportunities to enhance programs, and drive alignment between compensation strategy and business outcomes. Your work will play a key role in evolving how Microsoft rewards talent—ensuring our practices remain inclusive, competitive, and aligned to our values at scale.

Requirements

Master's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 4+ years experience in compensation, data analytics, human resources, finance, business, or related field OR Bachelor's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 6+ years experience in compensation, data analytics, human resources, finance, business, or related field OR equivalent experience
8+ years of experience in compensation, total rewards, or related HR consulting fields OR equivalent experience in data-driven HR, finance, or consulting roles with compensation exposure

Nice To Haves

Master's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 8+ years experience in compensation, data analytics, human resources, finance, business, or related field OR Bachelor's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 12+ years experience in compensation, data analytics, human resources, finance, business, or related field OR equivalent experience.
3+ years project management experience.
3+ years compensation program design experience.
2+ years experience working in the specific position's relevant regional labor, compensation, and statutory context.

Responsibilities

Creates solutions and advises HR Business Partner (HRBP) on customized compensation design and implementation as appropriate.
Consults with internal partners on situations in which customized solutions (e.g., retention, competitive offers) may be necessary.
Independently handles the most complex compensation questions (e.g., Tier IV escalations) from internal executive clients (e.g., Senior leadership team) and delivers solutions, often in ambiguous or unusual circumstances.
Coaches internal partners on compensation-related decisions, including regulatory implications and mitigation strategies.
Leads compensation design and adaptation processes that synthesize market information.
Interprets new/emerging legislation and industry trends.
Anticipates and considers business needs while ensuring cross-program alignment.
Gains support from leadership for an in-business compensation program (e.g., a specific local program) by partnering with HR Business Partner [HRBP], identifying resources required and applying best practices
Leads and/or executes large, complex, or custom compensation programs and ensures that programs support the business and HR plans.
Manages and reviews compensation analyses and reports.
Monitors program effectiveness (e.g., participation, attrition impact).
Presents findings and recommendations to senior leadership for review and approval of compensation models in partnership with HR Business Partner (HRBP).
Consults and partners with business HR teams as a subject matter expert to advise on compensation programs and processes (e.g., annual planning process).
Resolves intricate compensation issues and makes recommendations to improve processes.
Drives complex, high-risk projects.
Leads short-term compensation solutions (e.g., in-business targeted compensation programs) and recommends long-term solutions to meet business needs.
Identifies ways to improve compensation processes and enhance policy execution.
Organizes/executes informational presentations for diverse audiences (e.g., function/division of leadership) in partnership with HR Business Partner (HRBP).