Senior Compensation Specialist

Are you a compensation professional who enjoys turning complex data into strategic pay decisions? We are seeking a Senior Compensation Specialist, to support compensation strategy, market analysis, job architecture, salary administration, and annual compensation programs within a large, dynamic organization. This role partners closely with HR leadership, Finance, Payroll, Talent Acquisition, HRIS, and business leaders to ensure compensation practices remain competitive, equitable, compliant, and aligned with business objectives.

Is this the next step in your career Find out if you are the right candidate by reading through the complete overview below.

Position Overview

The Senior Specialist, Compensation serves as a subject matter expert responsible for analyzing compensation data, evaluating jobs, maintaining salary structures, supporting annual compensation programs, and providing consultative guidance on compensation-related matters. The ideal candidate combines strong analytical skills with business acumen and the ability to influence stakeholders through data-driven recommendations.

Key Responsibilities

Compensation Analysis & Market Pricing

• Conduct market pricing and compensation benchmarking using recognized salary surveys and external market data.
• Analyze internal equity, market competitiveness, salary ranges, pay relationships, and compensation trends.
• Provide compensation recommendations for new hires, promotions, transfers, reorganizations, and retention situations.
• Develop and present compensation analyses and recommendations to HR and business leaders.
• Participate in compensation surveys and maintain market-pricing documentation.

Job Evaluation & Job Architecture

• Evaluate new and existing positions to determine appropriate job levels, classifications, and pay ranges.
• Support maintenance and enhancement of job architecture, salary grades, compensation structures, and career frameworks.
• Review job descriptions for consistency, accuracy, and alignment with compensation standards.
• Ensure compensation governance and job evaluation practices are applied consistently.

Compensation Programs & Annual Planning

• Support annual merit, salary planning, incentive, and compensation review processes.
• Develop planning tools, reporting, analyses, and communication materials.
• Perform compensation audits and data validation activities.
• Recommend enhancements to compensation policies, programs, processes, and systems.

Compensation Governance & Compliance

• Ensure consistent application of compensation policies and governance standards.
• Support pay equity analyses and identify potential compensation risks.
• Maintain documentation supporting compensation decisions and controls.
• Monitor evolving compensation regulations, trends, and best practices.
• Protect highly confidential employee and pay-related information.

Business Partnership & Consultation

• Partner with HR Business Partners, Talent Acquisition, Payroll, Finance, HRIS, and operational leaders.
• Provide guidance on offers, promotions, organizational changes, and compensation decisions.
• Translate complex compensation data into practical business recommendations.
• Lead or support compensation-related projects and cross-functional initiatives.

Qualifications

Required

• Bachelor's degree in Human Resources, Business, Finance, Economics, Analytics, or a related field (or equivalent experience).
• 5+ years of compensation or Total Rewards experience.
• Experience with market pricing, salary structures, job evaluation, and compensation analysis.
• Advanced Microsoft Excel skills and strong analytical capabilities.
• Excellent attention to detail, accuracy, and data integrity.
• Ability to communicate complex compensation concepts to diverse stakeholders.
• Experience handling confidential and sensitive information appropriately.

Preferred

• Certified Compensation Professional (CCP) certification or progress toward certification.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or related HR certification.
• Experience with Workday, SAP SuccessFactors, or similar HRIS platforms. xhyhwjd
• Experience supporting large, multi-location organizations.