Senior Compensation Consultant

Senior Compensation Consultant

As Central Piedmont continues to mature and expand its compensation function, the Senior Compensation Consultant will play a critical role in shaping the future of how the College attracts, retains, and rewards talent. This is more than a compensation position. It is an opportunity to help build a modern, scalable, and service-focused compensation strategy that supports employee success and institutional growth. The successful candidate will serve as a trusted advisor, bringing both technical compensation expertise and a passion for continuous improvement while helping strengthen compensation practices and support data-informed workforce decisions across the College.

While compensation expertise is essential, we are equally seeking an individual who brings positivity, curiosity, resilience, and a solutions-oriented mindset to every interaction. The ideal candidate embraces challenges as opportunities, thrives in an evolving environment, and is energized by building meaningful partnerships and creating exceptional experiences for stakeholders. If you are passionate about making a lasting impact, enjoy working alongside a collaborative and supportive team, and are excited by the opportunity to help grow a best-in-class compensation function, we encourage you to apply today.

The Senior Compensation Consultant serves as the College's subject matter expert for compensation strategy, market pricing, job evaluation, classification, internal equity analysis, pay administration, and workforce analytics. This role blends technical compensation expertise with consultative guidance to support equitable, competitive, well-documented, and data-informed compensation decisions. The Consultant partners closely with HR leadership, Talent Acquisition, the HR Business Partner, Organizational Effectiveness, and College leaders to support hiring, retention, job architecture, organizational design, and workforce planning. The Senior Compensation Consultant maintains strong ownership of compensation data, documentation, salary structures, and job classification information. This role requires exceptional attention to detail, independent research capability, curiosity, sound judgment, and the ability to provide clear, defensible recommendations to the HR Business Partner, Talent Acquisition, and organizational leaders. Grounded in the principles of "Unreasonable Hospitality" by Will Guidara, the Senior Compensation Consultant approaches every interaction as an opportunity to build trust, create meaningful connections, and elevate the employee experience.

Duties and Responsibilities

Compensation Analysis & Research

• Independently conduct job evaluations, market pricing, and internal equity analysis using available survey data and internal information.
• Research compensation trends and benchmarks relevant to higher education and comparable organizations.
• Synthesize data into clear findings and recommendations for the HR Business Partner, Talent Acquisition, and other leaders.
• Investigate complex compensation issues, including compression, inequities, classification questions, and role-alignment concerns.

Compensation Partnership with Talent Acquisition

• Serve as a compensation resource to Talent Acquisition as positions move from hiring need to job posting, helping ensure compensation-related details are accurate, consistent, and aligned with internal guidelines.
• Partner with Talent Acquisition and hiring managers to review position information, clarify role scope, and support the creation or refinement of job descriptions for posting readiness.
• Provide consultative guidance on pay grade, salary range, internal equity, and market-aligned considerations that influence recruitment strategy and offer readiness.
• Help translate compensation analysis into clear, hiring-manager-friendly recommendations that support timely posting, candidate communication, and hiring decisions.

NEOED Recruitment System & Compensation Administration

• Support compensation-related administration within NEOED by reviewing requisition details, position information, salary data, job classifications, and compensation fields for accuracy and consistency.
• Collaborate with Talent Acquisition to resolve compensation-related workflow questions, system data inconsistencies, or requisition issues that may delay posting or hiring activity.
• Maintain accurate documentation of compensation decisions and ensure applicable updates are reflected in appropriate systems, trackers, and Excel-based tools.
• Support process consistency between compensation review, requisition approval, job description language, and hiring workflow documentation.

Internal Compensation Reviews

• Lead the analysis of a high volume of compensation requests, including promotions, reclassifications, equity adjustments, job updates, and hiring-related compensation reviews.
• Evaluate requests using internal data, market information, position documentation, job description content, and established guidelines.
• Develop well-supported recommendations with clear rationale, supporting data, and documentation appropriate for leadership review.
• Ensure consistency, accuracy, and documentation across compensation decisions that affect hiring, classification, and employee pay.

Compliance, Compensation Maintenance & Data Ownership

• Ensure compensation practices and analyses align with applicable regulations, internal guidelines, and documentation standards.
• Maintain thorough records to support audit readiness, pay equity reviews, classification decisions, and recruitment-related compensation actions.
• Protect sensitive compensation and employee information with discretion, accuracy, and appropriate confidentiality.
• Maintain salary structures, job classifications, compensation data, and position-related records with a high degree of accuracy.
• Own and manage compensation datasets across ADP Real Income, NEOED-related workflows, and Excel-based tools.
• Ensure compensation changes are accurately reflected, tracked, and available to support Talent Acquisition, HR Business Partners, and organizational leaders.
• Provide data stewardship for compensation information used in job postings, job descriptions, requisitions, and compensation review documentation.

Data Analysis & Reporting

• Build and maintain Excel-based models, trackers, and reporting tools to support compensation analysis and hiring-related decision-making.
• Identify trends, risks, and anomalies in compensation data and proactively surface insights for review.
• Prepare regular and ad hoc reporting to support compensation planning, pay equity review, market analysis, and recruitment-related compensation decisions.
• Communicate analytical findings in a clear, concise manner that helps leaders understand options, risks, and recommended next steps.

Process Improvement & Tool Development

• Identify opportunities to improve compensation processes, job description review practices, NEOED compensation workflows, tools, and tracking mechanisms.
• Enhance current manual processes by creating more structured, repeatable methods for pay grades, compensation analysis, job description review, and hiring compensation support.
• Partner with Talent Acquisition and HR stakeholders to strengthen handoffs, reduce rework, and improve consistency from requisition development through offer readiness.
• Support continuous improvement in compensation documentation, workflow clarity, and end-user guidance for hiring managers.

Collaboration, Service & Representation

• Partner closely with the HR Business Partner and Talent Acquisition team, serving as the primary analytical and systems-administration resource for compensation-related hiring support.
• Work with HRBP, Talent Acquisition, and internal resource managers to gather necessary information for compensation evaluations, job description updates, and classification reviews.
• Provide responsive, service-minded support that helps hiring managers navigate compensation questions with confidence and clarity.
• Escalate policy or risk concerns while independently managing day-to-day analysis, documentation, and system-related follow-through.

Growth Mindset

• Demonstrate a growth mindset by seeking feedback, embracing new ideas, and proactively identifying opportunities to enhance processes and experiences.
• Elevate interactions, create memorable experiences, and foster trust with employees and colleagues.
• Maintain strong attention to detail in all documentation, communication, and system-related tasks.
• Drive to build strong supportive relationships with teammates that is rooted in curiosity, empathy and a commitment to continuous improvement
• Foster a welcoming in-person solutions-oriented environment for employees by providing real-time, consultative support. Success will look like actively listening to concerns, and ensuring each interaction is responsive, respectful, and aligned with college policies and resources.

Minimum Requirements and Preferred Qualifications

Minimum Requirements:

• Bachelor's degree in Human Resources, Business, Finance, Economics, or related field
• Minimum of 4 years of experience in compensation, HR analytics, or a closely related field

Preferred Qualifications:

• Experience in higher education or similarly structured organizations
• Experience independently conducting compensation analysis and market research
• Familiarity with ADP or similar HR/payroll systems
• Experience with compensation surveys and benchmarking methodologies
• CCP certification or progress toward certification

Additional Information

Knowledge, Skills, Abilities, and Worker Characteristics:

• Strong analytical and research skills with the ability