Sr. Compensation Partner

Job Description
As a Senior Compensation Partner, the ideal individual possesses strong financial modeling and excel skills. Must possess the ability to analyze large amounts of data and utilize that data to help tell the story and influence decision making. This role manages parts of major compensation initiatives and/or programs and develops, implements, and administers compensation policy and practices. Participates in salary surveys and studies labor markets to determine compensation trends. Applies job evaluation techniques to establish equitable compensation rates within the organization as compared with market. The right candidate will have the ability to analyze complex problems, multi-task and meet deadlines. The successful candidate is highly collaborative, displays excellent communication skills – both written and verbal – is an active listener, who can synthesize different data and viewpoints and understands the global context, workplace trends in our competitive environment. Essential Duties and Responsibilities
· Carries out broad analysis assignments involving the development, implementation and administration of compensation.
· Evaluates jobs using standard job evaluation techniques;
determines grades and supports the development and modeling of salary ranges.
· Manages focal reviews such as merit, short term and long-term incentive processes from inception to completion. Partner with internal stakeholders to ensure data and system readiness to deliver such processes. Workday experience preferred.
· On-going evaluation of the effectiveness of existing global compensation program design and guidelines.
· Utilizes survey management tool to effectively administer global compensation programs.
· Participates in salary surveys conducted by third parties.
· Remains current on all personnel policies, programs and practices and stays informed of new (and pending) laws and regulations.
· Act as internal consultant/advisor to managers and other HR staff. Makes recommendations to managers and HR Business Partners on all compensation issues;
and interprets local, state, and federal laws regulating compensation practices.
· Create materials to effectively communicate compensation programs, policies and practices to employees and leaders.
· Conduct market and best practice research to formulate and support compensation recommendations.