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. Bachelor`s degree (preferably in Human Resources or Business Administration) or equivalent experience required, in addition to 8-10 years of relevant and progressively more responsible human resources or compensation experience, to include compensation program analysis and job evaluation Advanced knowledge of compensation programs and practices Excellent interpersonal, written and verbal communication skills; strong presentation skills Experience in project management with exposure to project scoping, planning, and execution Advanced ability to build rapport and trust with client groups in order to positively influence decisions and actions Strong understanding of business needs and how to leverage compensation expertise to meet those needs; demonstrates flexibility and adaptability Strong analytical, decision making and problem solving skills Advanced ability to manage multiple priorities and address competing points of view Displays strong PC skills, to include Excel and PowerPoint