HR Compensation Partner

Foundation Risk Partners , one of the fastest growing insurance brokerage and consulting firms in the US, is adding an HR Compensation Partner to their  Corporate HR team . 

Job Summary:

The HR Compensation Partner plays a key role in supporting compensation programs, job architecture, and processes. This position combines hands-on compensation analysis with Workday administration, market benchmarking, job evaluation, and support of annual compensation programs.

Working closely with HR Business Partners, Talent Acquisition, business leaders, and other partners, this role provides practical, data-driven compensation guidance while helping maintain accurate and consistent compensation and job data within Workday. The position requires strong analytical skills, sound judgment, attention to detail, and the ability to independently manage assigned responsibilities while balancing multiple priorities.

The ideal candidate brings hands-on compensation experience, a solid understanding of compensation practices and market data, and the ability to quickly learn about the business, build effective stakeholder relationships, and deliver accurate, actionable results with limited day-to-day direction.

Essential Functions:

Compensation Analysis & Market Benchmarking

• Conduct independent market pricing of new and existing positions using external survey data, market resources, internal job architecture, and other relevant information
• Evaluate job descriptions to identify appropriate market matches, FLSA, and job level and support consistent benchmarking decisions.
• Develop data-driven recommendations for new hire offers, salary adjustments, promotions, and other compensation decisions.
• Participate in compensation surveys and assist with analyzing market trends and survey results.

Job Architecture & Workday Support

• Support job architecture and data validation initiatives by mapping employee groups to job profiles, developing validation templates and standardized job descriptions, and coordinating follow-ups with HR Partners and business leaders, while tracking outstanding items.
• Support the compensation function within Workday, including maintaining compensation-related data, job profiles, job families, job levels, salary ranges, and other job attributes.
• Create and maintain job profiles and help ensure positions are aligned to the appropriate job architecture.
• Partner with HR teams to resolve job profile, compensation, and employee data issues.
• Review and validate compensation and job data to support data accuracy and consistency.
• Assist with testing and implementation of Workday compensation enhancements, configuration changes, and process improvements.
• Help maintain documentation and standards related to job architecture and compensation processes.

Annual Compensation Programs

• Support the annual merit and bonus review cycles from planning through completion.
• Assist with Workday compensation cycle preparation, testing, data validation, reporting, and troubleshooting.
• Develop tools, reports, job aids, guides, and other resources to support managers and HR partners during compensation cycles.
• Monitor compensation data and identify issues that require research or resolution.
• Support other compensation programs and initiatives throughout the year.

HR and Business Partnership

• Partner with HR Business Partners and business leaders to provide compensation guidance and translate compensation analysis into clear, practical recommendations that support informed business decisions.
• Respond to compensation inquiries and support the resolution of compensation matters.
• Communicate findings, recommendations, and potential risks to relevant stakeholders in a clear and professional manner.

Reporting, Data, and Process Improvement

• Support the annual merit and bonus review cycles from planning through completion.
• Assist with Workday compensation cycle preparation, testing, data validation, reporting, and troubleshooting.
• Develop tools, reports, job aids, guides, and other resources to support managers and HR partners during compensation cycles.
• Monitor compensation data and identify issues that require research or resolution.
• Support other compensation programs and initiatives throughout the year.

Competencies & Qualifications: 

• Proficient in Microsoft Word, PowerPoint, and Excel, including experience with lookups, pivot tables, formulas, and data analysis
• Familiarity with Adobe Pro, SharePoint, and SmartSheet.
• Strong analytical skills and ability to translate data into practical recommendations.
• Excellent attention to detail and commitment to data accuracy.
• Strong written and verbal communication skills, with the ability to communicate effectively with HR partners, managers, and senior leaders.
• Ability to manage multiple priorities and work independently in a fast-paced, collaborative environment.
• Sound judgment and discretion when handling confidential compensation and employee information.
• Comfortable learning new technology, processes, and compensation methodologies.

Education & Experience:

• Minimum of 3 years of compensation experience.
• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Experience with Workday.
• Experience with compensation analysis, market pricing, job evaluation, and/or salary structures.
• Experience in insurance, brokerage, or financial services preferred
• Experience in participating in compensation surveys, including Aon or comparable providers preferred
• Experience supporting job architecture, job leveling, salary structure, or compensation program implementation preferred

This range represents the estimated low and high end of the salary range for this position. Actual salaries will vary and may be above or below the range based on factors including but not limited to performance, location, and experience. The range listed is just one component of FRP's total compensation package for employees.

Pay Transparency Range

$74,000—$110,000 USD

Disclaimer:

While this job description is intended to be an accurate reflection of the job requirements, management reserves the right to modify, add, or remove duties from particular jobs and to assign other duties as necessary.

Equal Employment Opportunity (EEO):

FRP provides equal employment opportunity to qualified persons regardless of race, color, sex, religion, national origin, age, sexual orientation, gender identity, disability, veteran status, or any other classifications protected by law.

Benefits:

FRP offers a comprehensive range of health-related benefit options including medical, vision, and dental. We offer a 401(k) with company match, company paid life insurance, STD, LTD and a generous PTO policy starting at 18 days per year plus 10 paid holidays & 2 floating holidays!