Principal Compensation Specialist II

The Senior Compensation Specialist supports the design, delivery, and ongoing administration of global compensation programs to ensure pay practices are competitive, equitable, compliant, and aligned with business strategy. This role partners closely with Talent, HR, Finance, Legal, and business leaders to translate organizational and workforce needs into scalable compensation solutions.

The role is broad in scope and may support a wide range of compensation activities, including job architecture and career framework, market pricing, base pay and incentive programs, annual compensation cycles, governance, analytics, and process optimization. The Senior Compensation Specialist serves as both a trusted advisor and a hands‑on practitioner, contributing across operational execution and strategic initiatives.

Responsibilities

• Participate in the design, implementation, and evolution of compensation programs and frameworks, which may include job architecture and career frameworks, salary structures, base pay programs, incentives, and sales compensation.
• Contribute to enterprise initiatives such as Career Framework development by supporting job leveling, role clarity, and alignment to compensation structures—while maintaining flexibility to support other strategic compensation priorities.
• Serve as a project manager, core team member, or subject matter advisor on moderate to large‑scale compensation initiatives by gathering requirements, analyzing data, developing recommendations, and presenting insights to stakeholders.
• Analyze jobs of moderate to high complexity using job evaluation methodologies to ensure internal equity across job families, levels, and geographies.
• Conduct job interviews and partner with managers to clarify scope, responsibilities, and role requirements as needed.
• Participate in external market surveys by matching roles, submitting data, reviewing survey outputs, and analyzing market competitiveness.
• Recommend job level, grade, and salary range changes based on internal and external data.
• Leverage compensation and workforce data to assess program effectiveness, identify trends, and support decision‑making.
• Partner with compensation and people analytics teams to access data, develop metrics, and create reporting that measures the impact of compensation programs.
• Translate complex data into clear insights and practical recommendations for HR and business leaders.
• Proactively identify opportunities to improve, streamline, and scale compensation processes, tools, and workflows.
• Collaborate with cross‑functional partners to conduct root‑cause analysis, define best practices, and implement sustainable improvements.
• Document processes, standards, and procedures to support consistency, transparency, and knowledge sharing across the compensation function.