Senior Compensation Advisor

Job Summary

Driving Enterprise Strategy Through Compensation Excellence. Reporting to the Vice President, Compensation, this role serves as a strategic architect of compensation solutions and a trusted advisor to Senior Vice Presidents of Human Resources (SVP HRs) and executive leadership. It translates business priorities into innovative, competitive, and equitable compensation strategies that attract and retain top talent, enable workforce transformation, and fuel organizational growth.

As a key influencer in enterprise-wide decision-making, the role partners with senior HR and business leaders to navigate complex compensation challenges spanning organizational design, executive and leadership compensation, market competitiveness, pay equity, workforce planning, and large-scale talent initiatives. By connecting compensation strategy with business performance, talent objectives, financial priorities, and organizational philosophy, the role shapes solutions that drive meaningful business impact while upholding strong governance and compensation standards.

Through strategic leadership and the direction of the broader Compensation consulting and analysis team, this role delivers forward-thinking, data-driven compensation solutions that strengthen organizational effectiveness, advance talent priorities, and position the organization for long-term success.

Responsibilities

• Serves as the senior compensation consultant and trusted advisor to assigned SVP of Human Resources and executive leadership teams, providing guidance on compensation philosophy, market competitiveness, organizational design, workforce planning, and talent strategies.
• Leads compensation support for complex organizational initiatives, including restructures, acquisitions, workforce transformations, leadership transitions, and strategic talent decisions.
• Advises senior leaders on complex compensation matters, including pay equity, market positioning, retention strategies, executive compensation, and enterprise workforce implications.
• Develops and implements compensation strategies and recommendations that align business objectives, talent priorities, and workforce needs, including business cases, financial modeling, and executive-level presentations.
• Oversees the delivery of compensation consulting services and analyses, serving as project manager for centralized compensation resources while mentoring advisors and analysts on complex compensation issues.
• Partners proactively with business and Human Resources leaders to identify compensation risks, trends, opportunities, and solutions across assigned client groups.
• Influences and advances enterprise compensation programs, policies, governance practices, and strategic priorities, ensuring alignment with organizational objectives and market best practices.
• Leads collaboration, innovation, and continuous improvement efforts across the Compensation function by establishing consulting standards, service delivery models, compensation frameworks, and representing Compensation on enterprise initiatives and executive committees.

Qualifications

• Bachelor's Degree required; Master's Degree preferred
• 10-12 years of progressive compensation consulting and leadership experience, with responsibility for strategic compensation planning and enterprise program delivery
• Certified Compensation Professional [CCP] - World at Work (WAW) preferred