Senior Compensation Partner

The Senior Compensation Partner plays a pivotal role in providing strategic guidance and expert consulting services on compensation programs across the organization. This role partners closely with internal business unit leaders, HR Business Partners and other HR COEs to design, develop, and implement competitive and equitable compensation strategies that align with the company’s goals and workforce needs. The Senior leads and manages complex compensation projects and/or programs, drives annual compensation processes, and supports cross-functional initiatives to ensure compensation programs deliver measurable business value.Navy Federal provides much more than a job. We provide a meaningful career experience, including a culture that is energized, engaged and committed; and fierce appreciation for our teams, who are rewarded with highly competitive pay and generous benefits and perks.Our approach to careers is simple yet powerful: Make our mission your passion.FORTUNE100 Best Companies to Work For 2025Yello and WayUp Top 100 Internship ProgramsComputerworld Best Places to Work in ITNewsweek Most Loved Workplaces2025 PEOPLE Companies That CareNewsweek Most Trustworthy Companies in AmericaMilitary Times 2025 Best for Vets EmployersBest Companies for Latinos to Work for 2025Forbes 2025 America’s Best Large EmployersForbes 2025 America's Best Employers for New GradsForbes 2025 America's Best Employers for Tech Workers2025 RippleMatch Campus Forward Award Winner for Overall Excellence Military.com Top Military Spouse Employers 2025 2025 Handshake Early Talent AwardFrom Fortune. 2025 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, Navy Federal Credit Union.Equal Employment Opportunity: All qualified applicants will receive consideration for employment without regard to age, race, sex, color, religion, national origin, disability, veteran status, pregnancy, sexual orientation, genetic information, gender identity or any other basis protected by applicable law.Accommodations: If you need accommodation or assistance for a qualifying condition to complete the online application (or during any stage of the hiring process), you can contact Navy Federal's Medical Accommodations team at View email address on click.appcast.io or by calling View phone number on click.appcast.io. This team cannot provide any information on job postings or application status.Disclaimers: Navy Federal reserves the right to fill this role at a higher/lower grade level based on business need. An assessment may be required to compete for this position. Job postings are subject to close early or extend out longer than the anticipated closing date at the hiring team’s discretion based on qualified applicant volume. Navy Federal Credit Union assesses market data to establish salary ranges that enable us to remain competitive. You are paid within the salary range, based on your experience, location and market position. For additional details regarding compensation and benefits, review the Benefits page of the Navy Federal Career Site.Protect Yourself from Job Scams: Navy Federal Credit Union jobs are posted on our career site, jobs.navyfederal.org and reputable job boards (e.g., LinkedIn, Indeed). We do not post jobs on social media marketplaces, messaging apps or unverified websites. We will never ask candidates for payment, bank details or personal financial information during the hiring process.Bank Secrecy Act: Remains cognizant of and adheres to Navy Federal policies and procedures, and regulations pertaining to the Bank Secrecy Act.Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; advanced degree or relevant certifications (e.g., CCP, GRP) preferred. Minimum of 8 years of progressive experience in compensation, HR, or related field preferably within corporate or consulting environments. Demonstrated experience providing strategic compensation consulting and partnering with business leaders. Advanced project management skills with experience leading large-scale, multi-stakeholder initiatives. Expertise in compensation design methodologies, market analysis, job evaluation, and pay structure management. Advanced or expert communication, influence, and presentation skills to engage effectively with all organizational levels. Advanced proficiency in Excel, compensation data platforms (e.g., PayScale, Mercer, Willis Towers Watson), and HRIS. Advanced analytical skills, with the ability to synthesize complex data into actionable recommendations. Additional InformationHours:Monday - Friday, 8:00AM - 4:30PMLocations:820 Follin Lane, Vienna, VA 221805550 Heritage Oaks Drive, Pensacola, FL 32526141 Security Drive, Winchester, VA 226029999 Willow Creek Road San Diego, CA 92131Serve as a trusted advisor to business unit leaders and HR partners, providing strategic coaching and guidance on compensation program design, policy interpretation, and market competitiveness. Cultivate strong, consultative partnerships with business unit leaders to deeply understand their strategic priorities and talent needs; collaborate closely to translate enterprise-level compensation philosophy and programs into tailored, actionable strategies that support business objectives and drive alignment at the unit level.Lead end-to-end compensation projects and/or programs including new initiative development, major enhancements, and annual compensation processes (merit, bonus, etc.). Analyze compensation trends, benchmark data, and internal pay practices to recommend program adjustments that support talent attraction, retention, and engagement. Collaborate with HR, Finance, and business leaders to ensure the alignment of compensation strategies with business objectives. Design and implement innovative compensation solutions tailored to specific business needs, including pay equity, job development, attraction/retention challenges, and incentive pay strategies. Manage communication and training efforts to ensure stakeholders understand compensation decisions and program changes. Drive continuous improvement initiatives to enhance efficiency, scalability, and effectiveness of compensation processes. Lead and coordinate cross-functional teams in compensation-related initiatives, ensuring timely delivery and quality outcomes. Ensure the execution of salary reviews, promotion reviews, pay adjustments and other compensation-related transactions.Ensure compliance with legal and regulatory requirements in compensation practices. Utilize advanced data analysis tools to interpret complex compensation data and present findings and actionable insights to senior leadership.Mentor and guide junior team members in their development and project work.Collaborate with HR Business Partners to create competitive and effective compensation solutions.Full timePosting Date: 2026-10-08