Compensation and Benefits Senior I

• Leads market pricing, job leveling, and job evaluation for assigned portfolios.
• Designs salary structures and pay ranges aligned to market competitiveness.
• Analyzes pay equity and recommends corrective and preventive actions.
• Develops compensation models for promotions, transfers, and retention offers.
• Advises leaders on compensation strategy for hiring and organizational changes.
• Oversees annual merit and bonus cycles for a business area.
• Prepares executive-ready reports and insights on reward outcomes.
• Identifies opportunities for process automation and systems efficiency.
• Performs other duties as assigned.

Required:

• Typically requires a 4 year degree in a relevant field, or equivalent combination of relevant education and experience.

Required:

• Typically requires 5 years of related experience.

Required:

• Ability to independently resolve complex data discrepancies or modeling questions.
• Ability to synthesize market intelligence and internal data to recommend adjustments to pay ranges.
• Knowledge of compensation design concepts, including job evaluation methods and salary structure modeling.
• Knowledge of regulatory frameworks governing compensation decisions, including FLSA and pay-equity regulations.
• Skill in communicating nuanced compensation implications to guide stakeholder understanding.
• Skill in developing analytical models used to assess pay competitiveness and internal alignment.
• Skill in drafting compensation summaries and rationale to support mid-level leadership decisions.