Senior Compensation Partner

Overview The Senior Compensation Partner performs activities necessary to support NFI’s Compensation programs including but not limited to providing data to the business to support pay decisions and initiatives, analyzing data, completing various audits, and supporting NFI’s various merit increase cycles. This role will participate in cross‑functional projects, collaborating with all HR centers of excellence as well as areas of the business outside of the Human Resources team. This position will report to the Compensation Manager. Responsibilities Administer compensation programs and plans according to established policies and procedures. Support business growth by providing estimated pay rates to be used in responses to Requests for Proposal (RFPs), allowing NFI to communicate costs of labor to customers. Complete data reporting and analysis of employee and market pay rates. Complete comprehensive Compensation Analysis independently. Perform routine audits of key data sets such as employee pay, job classifications, and the structure of different teams. Build and maintain job architectures. Maintain the library of all NFI job descriptions. Develop and facilitate training materials to communicate NFI’s compensation strategy internally. Engage with the business to provide solutions and guidance in making business decisions. Maintain Compensation resources to ensure all materials are up to date and clearly communicated, as well as maintaining the housing of these materials on an internal website. Participate in various market data surveys with job matching and utilize returned data to make strategic pay decisions. Monitor the various compensation legal requirements and provide support to ensure compliance. Assist the Compensation Manager in key compensation projects. Provides support when necessary and participates in other projects as requested by management. Oversee merit salary planning for anniversary‑based performance and merit reviews. Responsible for job creation and attaching salary ranges to roles within HRIS. Support the annual Merit Salary Planning cycle. Qualifications A BA or BS Degree with a focus in Human Resources, Finance, or Economics. A minimum of 5–6 years of experience working in Human Resources, Compensation, Finance, or other relevant work. Knowledge of the Compensation function strongly preferred. Ability to manage multiple projects under tight deadlines, efficiently and on time. Ability to read and interpret surveys and salary reports. Strong Microsoft Excel skills with proficient use of formulas and analysis required. Experience working in Google Applications and MS Office Applications. Experience in creating and working with market data. Experience in creating data analysis and presentations with insights and recommendations. Desired Skill Sets Creative problem solving skills. Demonstrated leadership ability, with the ability to engage and motivate others. Strong analytical skills with capability to translate complex data sets of information. Excellent communication, interpersonal and organizational skills. Ability to balance multiple projects and initiatives while executing results. Must be a self‑starter who works independently while contributing to the team goals. Strong desire to learn. Experience with and/or a willingness to learn Compensation fundamentals. Exposure to HR Information Systems such as UKG, Workday, etc. Salary and Benefits Base salary range for this position is $75,940.80 – $101,254.40. This position is also eligible for an annual discretionary bonus, targeted at 3%. NFI takes into consideration applicants’ qualifications, experience, education, and geographic location when determining a starting rate of pay. Employees are eligible for a robust benefit program including Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other options. Equal Opportunity Employer/Protected Veterans/Individuals With Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60‑1.35(c) LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws. #J-18808-Ljbffr