Compensation Advisor

Compensation AdvisorOverviewOur client is seeking a Compensation Advisor to serve as the organization’s primary compensation resource and help bring greater structure, consistency, and scalability to compensation practices across a complex, multi-location organization.This is a hands-on opportunity for an experienced compensation professional who enjoys taking programs from strategy to execution. The organization has already completed significant foundational work around job architecture, career levels, pay structures, and incentive programs and is looking for someone who can refine, operationalize, and bring those programs across the finish line.The environment is fast-paced and undergoing significant transformation, so this role will be a strong fit for someone who is adaptable, action-oriented, highly detail-oriented, and comfortable partnering with leaders through change.Key ResponsibilitiesOwn the ongoing development, implementation, and administration of compensation programs, policies, and practices across the organization.Refine and operationalize salary structures, pay ranges, job architecture, and compensation guidelines to support internal equity and market competitiveness.Lead compensation benchmarking and market pricing activities, including participation in external compensation surveys.Drive annual compensation planning activities, including merit reviews, promotional increases, market adjustments, and bonus planning.Partner with HR and business leaders to provide compensation guidance and support consistent, well-informed pay decisions.Support the continued development of job families, career streams, leveling methodologies, and compensation structures.Administer and refine incentive programs, including bonus structures and other variable compensation programs.Analyze compensation data and develop recommendations related to pay equity, market competitiveness, and compensation effectiveness.Develop reporting, dashboards, and analytical tools to support compensation planning and executive decision-making.Create communication materials and manager education to support understanding and adoption of compensation programs.Partner with Finance, Payroll, HR, and other stakeholders to ensure accurate and effective execution of compensation processes.Support compensation-related compliance, including pay transparency requirements and applicable employment regulations.Identify opportunities to improve compensation processes, systems, and reporting as the organization continues to evolve.