Senior Compensation Partner

Most compensation roles are heavy on execution and light on influence. This one isn't. At USC, you'll help shape pay strategy within a workforce of 19,000+ employees partnering directly with leadership in a highly varied, multi-functional environment. USC is one of the largest employers in Los Angeles, with a workforce spanning academic, research, healthcare, and administrative functions. That scale creates unique and meaningful compensation challenges—along with the opportunity to influence equity, competitiveness, and organizational strategy in ways few roles can offer. We're looking for a Senior Compensation Partner who thrives at the intersection of data, strategy, and influence—and wants to play a visible role in evolving how compensation supports a world-class institution. The Opportunity This is a highly visible, strategic partner role. You’ll work directly with HR and leadership to guide high-impact decisions on pay, structure, and organizational design—shaping how compensation supports talent across the university. You’ll translate complex data into clear, actionable insights and contribute to modernizing compensation practices through new tools, technologies, and evolving approaches, including data-driven and AI-enabled insights. If you're looking for broader scope, more complex challenges, and the opportunity to work closely with leaders across a wide range of functions—while making a meaningful impact on pay equity and how people are supported—this role offers that and more. Note: USC is actively hiring for multiple Senior Compensation Partner openings. Candidates may be considered for current and upcoming roles within our Compensation team. Work Arrangement This hybrid role is based in Los Angeles, with an expectation of approximately two days per week on‑site. The Key Accountabilities Strategic advising: Partner with HR leaders and departments to guide compensation decisions on pay, structure, and organizational design. Pay equity & market strategy: Lead analyses on internal equity and market competitiveness, translating findings into clear, actionable recommendations. Complex compensation work: Lead reclassifications, promotions, and organizational changes with a high degree of autonomy and sound judgment. Data storytelling: Build clear, executive‑ready narratives that inform and influence leadership decisions. Program evolution: Contribute to the development and refinement of compensation programs, policies, and job architecture. Mentorship & development: Provide guidance to less experienced team members and support knowledge sharing across the team. Governance & compliance: Ensure alignment with wage and hour regulations, institutional policies, and compensation best practices. Performs other related duties as assigned or requested. The university reserves the right to add or change duties at any time. What Sets This Role Apart High visibility across a large, complex organization. Opportunity to influence pay equity and workforce strategy at scale. A blend of hands‑on analytics and strategic consulting. Exposure to organizational design and senior leadership decision‑making. Opportunity to mentor and guide junior team members. A role that builds readiness for future leadership and management paths. A collaborative, high‑performing team environment. The chance to build a well‑rounded compensation skill set spanning analysis, consulting, and executive communication. Who Thrives in This Role You’ll be successful here if you: Enjoy working in complex, evolving environments where every day brings interesting challenges. Can move comfortably between detailed analysis and strategic conversations. Like turning ambiguous or complex data into clear direction and insight. Are comfortable influencing stakeholders without direct authority. Take ownership and bring a proactive, solution‑oriented mindset. Value collaboration, mentorship, and continuous learning. Minimum Qualifications Bachelor's degree. 6+ years of relevant experience in compensation or transferable skills. Strong foundation in compensation analysis within a corporate or university environment. Knowledge of compensation principles, methodologies, and wage and hour regulations. Experience with market benchmarking and pay analysis to support business decisions. Excellent analytical, critical thinking, and problem‑solving skills. Strong interpersonal and communication skills, with the ability to work across all levels of an organization. Ability to manage multiple priorities in a fast‑paced environment. High attention to detail and strong organizational skills. Preferred Qualifications Bachelor's degree in human resources, business administration, or a related field. 8+ years of relevant experience. Experience providing guidance or direction to other compensation analysts. Certified Compensation Professional (CCP) credential. Experience working in large, complex, or multi‑functional organizations (e.g., higher education, healthcare, or similarly structured environments). Demonstrated strong commitment to USC’s Unifying Values of integrity, excellence, community, well‑being, open communication, and accountability. Why USC This is an opportunity to do compensation work at a scale and level of complexity that is difficult to find in most organizations. You’ll partner across a diverse, multi‑functional institution, tackle a wide range of compensation challenges, and develop a skill set that extends beyond analysis into true strategic consulting. If you're looking to grow into a more influential role, this environment will accelerate that path. You’ll also become part of the Trojan Network—a strong, connected community that supports long‑term career growth and opens doors to opportunities both within USC and beyond. Employee Benefits Robust healthcare options. Retirement plans with employer contributions. Tuition benefits for employees and their dependents. These programs are designed to support long‑term well‑being, financial security, and continued growth. The salary range for this position is $116,000 to $124,000. When determining an offer, the University of Southern California considers factors such as the scope and responsibilities of the role, the candidate's experience, education, training, key skills, internal peer alignment, applicable laws, contractual requirements, grant funding, and market conditions. #J-18808-Ljbffr