Senior Consultant, Compensation

Position Overview

The Senior Consultant, Compensation is a senior individual contributor who provides expert analysis, recommendations, and program leadership across broad-based and incentive compensation. The role independently evaluates complex pay matters, interprets market and internal data, and advises Human Resources and business leaders on decisions that materially affect compensation programs, employee outcomes, compliance, and business risk. Reporting to the Vice President of Total Rewards, the Senior Consultant exercises discretion and independent judgment in developing alternatives, assessing tradeoffs, and recommending solutions within established compensation philosophy, governance, and approval frameworks. Success in this role requires an obsessive attention to detail, proactive assertiveness, and a high level of curiosity to gather information and question everything.

Key Responsibilities

Pay Recommendations and Consultation

• Independently evaluate and develop pay recommendations for merit increases, market adjustments, new hires, transfers, promotions, retention actions, and other compensation events.
• Apply compensation philosophy, salary structures, market data, internal equity, performance, experience, geographic considerations, and business context to determine supportable recommendations and alternatives.
• Identify exceptions and patterns that may create inequity, compression, compliance, employee-relations, or retention risk, and recommend appropriate action.
• Advise Human Resources partners and business leaders on complex or sensitive pay decisions, clearly articulating rationale, tradeoffs, risks, and required approvals.
• Participate in salary surveys; evaluate survey methodology, job matches, peer groups, and data quality; and recommend appropriate market references for jobs and employee populations.

Incentive, Retention, and Severance Programs

• Design, evaluate, and support governance of incentive compensation plans in alignment with business objectives, compensation philosophy, financial parameters, and applicable requirements.
• Assess incentive compensation plan efficacy, including eligibility, target opportunities, performance measures, payout relationships, affordability, competitiveness, and unintended outcomes.
• Prepare incentive plan design alternatives, modeling, plan terms, eligibility provisions, performance measures, payout mechanics, etc.
• Develop and administer retention and severance programs, including eligibility, award or benefit levels, business rationale, internal consistency, cost, and documentation requirements.
• Monitor plan/program operations and outcomes, identify design or control issues, and recommend corrective or prospective changes.

Pay Communications, Training, and Transparency

• Develop clear, accurate, and audience-appropriate communications for compensation programs, pay decisions, salary structures, incentive plans, and related processes.
• Create and deliver training, tools, and guidance for Human Resources, managers, and other stakeholders to promote consistent, informed, and compliant compensation decisions.
• Support pay transparency initiatives, including job-posting disclosures, employee and manager communications, pay-range practices, and readiness for changing requirements.

Regulatory Compliance and Governance

• Interpret and apply applicable compensation-related laws, regulations, and company policies, including requirements involving wage and hour/FLSA classifications, minimum wage, pay equity, pay transparency, and incentive compensation.
• Monitor legislative, regulatory, litigation, and market developments; evaluate potential impact; and recommend changes to programs, policies, processes, communications, or training.
• Maintain decision documentation, program records, approval evidence, and other controls needed to support consistent administration and audit readiness.

Compensation Program Leadership

• Continuously improve compensation processes, analytics, governance, and stakeholder experience while balancing employee, business, financial, and compliance considerations.
• Develop and maintain analytical tools, models, controls, and documentation that improve the consistency, accuracy, and governance of compensation decisions.
• Partner with Human Resources, Finance, Legal, Payroll, Talent Acquisition, HR technology teams, and business leaders to resolve complex compensation matters and implement approved solutions.

Qualifications

• Bachelor’s degree in Human Resources, Finance, Business Administration, Economics, Analytics, or a related field, or equivalent relevant experience.
• 5-7 or more years of progressively responsible compensation experience, including complex analysis, program design, and consultation with senior stakeholders.
• Demonstrated expertise in broad-based compensation, market pricing, pay equity and compression analysis, salary structures, incentive compensation, and compensation governance.
• Advanced analytical and problem-solving skills, with the ability to evaluate incomplete or competing information, develop alternatives, and make well-supported recommendations on matters of significance.
• Ability to exercise discretion and independent judgment while operating within company philosophy, policies, governance, and approval requirements.
• Strong written and verbal communication skills, including the ability to explain complex compensation concepts to varied audiences and influence decisions without direct authority.
• Proficiency with spreadsheet modeling, compensation survey and market-pricing platforms, and human resources information systems; experience with data visualization or analytical tools is preferred.
• Certified Compensation Professional (CCP) designation or comparable expertise is preferred.

Onity Group Inc. is a leading non-bank financial services company providing mortgage servicing and originations solutions through its subsidiary, Onity Mortgage, formerly known as PHH Mortgage. Onity Mortgage is one of the largest servicers in the country, focused on delivering a variety of servicing and lending programs to customers, clients and investors.

At Onity, we strive to earn our customers’ loyalty every day. We do this by consistently delivering exceptional service and building trust through reliability, integrity, and following through on our commitments. We operate through the lens of the customer, understand the importance of homeownership, and take pride in helping homeowners. Collectively this fosters long-term relationships, ensuring our customers feel valued and supported. We expect all employees to interact with and engage our colleagues and our customers with respect, courtesy and professionalism, and to achieve results consistent with our service delivery standards.

Onity is intensely focused on hiring, developing and retaining the best talent in the industry! Our commitment to inclusion and equal opportunity ensures that we sustain our reputation as an outstanding place to work, a great business partner and a valued community member. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. If you have a disability or special need that requires accommodation, please let us know.

Onity Group Inc. offers a comprehensive benefits package including medical, dental and vision; up to 3% match on 401(k) contributions; generous paid time off; company-paid life, accident and disability coverage; programs for mental, physical and financial wellness; and more. Visit jobs.onitygroup.com for details.