COMPENSATION PARTNER

About Sally Beauty Holdings, Inc. At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon quality products at a value price. Beauty Systems Group, branded as Cosmo Prof or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers. About The Role The Compensation Partner plays a key role in the design, administration, and delivery of compensation programs across SBH. This position partners with HR Business Partners and business leaders to assess market competitiveness, support compensation planning cycles, administer base pay and incentive programs, and provide guidance on compensation policies and job evaluations. The ideal candidate brings strong analytical skills, sound judgment, and the ability to manage high‑profile projects effectively across the organization. Responsibilities Partner with the Sr. Director Compensation on design of incentive plans and manage their implementation, and administration Collaborate on design and maintenance of salary structures, including job grades, pay ranges, and geographic differentials Partner on compensation planning cycles and lead workstreams for key projects and programs, as needed Support the design, testing and maintenance of compensation systems and tools, ensuring data integrity, including HRIS and market pricing resources Prepare annual merit budget analysis and assess internal equity and market competitiveness Support budget projections related to merit, new roles and incentive programs for organizational cost centers Provide guidance on job classification, compensation policies, and related procedures Evaluate salary survey sources, submit company data, and advise on compensation matters related to new hires, promotions, and transfers Assist with oversight, maintenance and updates to job descriptions Conduct pay equity, compression, and market competitiveness analyses and recommend appropriate actions Partner on development and maintenance of job architecture, career levels, and compensation titling standards Ensure compliance with compensation regulations, including FLSA classification, pay transparency, and applicable federal, state, and local laws. Prepare compensation dashboards, reports, and presentations to support leadership decision‑making Provide training and consultation to HR and business leaders on compensation philosophy, salary recommendations, promotions, and internal movement decisions Collaborate with HR Business Partners and business leaders to develop effective compensation communications Manage special projects and perform other duties assigned Knowledge, Skills & Abilities Requirements Bachelor’s degree or equivalent experience required Seven or more years of progressive compensation experience, preferably in retail Strong project management skills and the ability to lead large‑scale initiatives Strong knowledge of compensation practices, market pricing, job evaluation, merit analysis, and incentive design Advanced proficiency in Microsoft Word, PowerPoint, Excel, Access, Copilot and related database tools Ability to maintain strict confidentiality and manage sensitive information with discretion Ability to translate data into actionable recommendations and communicate findings clearly and concisely Strong influencing and relationship building skills Passionate Learner – inquisitive about the business; open to feedback and coaching, applies learning quickly; learning applies to improve processes and procedures, proactively sharing learning with colleagues and leaders; realigning and reshaping projects Flexible & Agile Adapter – responsive and open to change; works well with ambiguity; adapts to new plans or directions; keeps calm under pressure; perseveres to achieve the plan/task; doesn’t dwell on the past Talent Builder – considers how we can create an inclusive culture; encourages input from others; invests time as an informal/formal coach or buddy; works to build a diverse team with the right skills and knowledge; looks for ways to acknowledge, motivate, and value the team Effective Communicator – articulates in an appropriate and accurate manner; emotionally astute while remaining authentic to own style/self; encourages others to express views and opinions; demonstrates active listening and uses probing questions; is concise and relevant with data/info Team Builder – references the importance of teamwork and actively demonstrates collaboration and sharing; builds and/or participates in effective teams; values the importance of inclusion and various sources of thought/input; humble when operating within a team Customer Focused Partner – understands internal and external customer needs; contributes to plans and actions to improve the associate and customer journey/experience; holds self and team accountable for improving the customer experience; is an advocate for the customer Strategic Thinker – progressive thinking with the ability to bring new ideas to life; works with others to develop progressive and cost‑effective strategies; provides suggestions to improve upon continuous improvement and scalability within department; uses a broad range of data sources Big Picture Thinker – understands own department and how other key departments operate; adopts an inclusive approach; seeks feedback reviews progress, and adapts plans as needed; understands interdependencies with other departments Results Driver – effective at driving and delivering on plans; holds self and team accountable to high standard of delivery; suggests opportunities for innovation and continuous improvement; focuses on the right priorities and uses resources/time wisely; demonstrates grit and determination Problem Solver & Decision Maker – able to consume department/operational data to identify business; identifies, gathers, and examines the relevant information; makes recommendations and takes action to solve challenges, considers importance/impact of decisions against relevant factors Working Conditions & Physical Requirements The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lit, heated, and ventilated. The work is primarily sedentary (computer work, meetings, planning), however, occasional travel to company locations may be required. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; and carrying light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work. We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life Insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match. In addition, associates of SBH may take advantage of our in‑house salon with complementary services and a varied selection of food options at our corporate campus. Also, featured at our corporate campus, is both a Sally Beauty and CosmoProf Professional onsite store, where associates enjoy a great merchandise discount! #J-18808-Ljbffr