Compensation Strategist

The Compensation Consultant is an advanced individual contributor responsible for designing, managing, and administering competitive, cost‑effective compensation programs that support organizational strategy and business objectives. This role plays a hands‑on role in compensation strategy, design, implementation, and analysis across broad‑based, sales, and/or executive compensation programs and serves as a trusted thought partner to business and HR stakeholders. Key Responsibilities Design, manage, and administer competitive, cost‑effective compensation programs, including salary structures, incentive plans, and pay policies, to support talent attraction, retention, and motivation. Lead project management for compensation‑related initiatives (e.g., job architecture, sales compensation plans, and other program enhancements), ensuring clear scope, timelines, stakeholder alignment, and successful delivery. Conduct job analysis, evaluation, and classification activities in support of job architecture, leveling, and internal equity, and perform market benchmarking through participation in external compensation surveys (e.g., Mercer, McLagan). Perform advanced compensation analysis to assess market competitiveness, internal pay relationships, and program effectiveness; interpret data and translate findings into clear insights and actionable recommendations for stakeholders. Serve as a strategic compensation advisor and thought partner to business leaders, HR partners, and other stakeholders, providing guidance on compensation program design, emerging trends, best practices, and complex pay decisions. Communicate compensation program features, pay practices, and design intent to employees, managers, and HR partners in a clear, practical, and business‑appropriate manner. Partner cross‑functionally with HR, Finance, Talent, and HRIS stakeholders to ensure alignment between compensation strategies, business objectives, and operational execution. Support and manage vendor relationships related to compensation program design, benchmarking, and administration, leveraging external partners to enhance program effectiveness and value. Participate in the design, development, and implementation of compensation systems, tools, and processes to improve efficiency, data quality, reporting, and decision support. Qualifications Bachelor’s degree preferred. 7+ years of progressive experience in Compensation or Human Resources. Certifications, Licenses, Registrations Certified Compensation Professional (CCP) preferred. HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP) preferred. Functional Skills Advanced knowledge of compensation design, management, and analysis. Strong analytical and quantitative skills. High level of proficiency in Excel. Ability to communicate complex compensation concepts clearly and effectively. Strong stakeholder partnership and influence skills. Excellent time management and prioritization skills. Benefits Eligible full‑time teammates enjoy access to medical, dental, vision, life, disability, and AD&D insurance; tax‑advantaged savings accounts; and a 401(k) plan with company match. CRC Group also offers generous paid time off programs, including company holidays, vacation and sick days, new parent leave, and more. Eligible positions may also qualify for restricted stock units and/or a deferred compensation plan. Employment and Equal Opportunity CRC Group supports a diverse workforce and is an Equal Opportunity Employer that does not discriminate against individuals on the basis of race, gender, color, religion, citizenship or national origin, age, sexual orientation, gender identity, disability, veteran status or other classification protected by law. CRC Group is a Drug Free Workplace. EEO is the Law Pay Transparency Nondiscrimination Provision E-Verify. #J-18808-Ljbffr