Compensation Specialist

Summary

The Compensation Specialist is responsible for analyzing, implementing, benchmarking and administering the organization’s compensation programs. S/he ensures that pay practices are competitive, equitable, and compliant with applicable laws and internal policies. The Compensation Specialist partners with Core HR, HRIS, Finance, and business leaders to support salary benchmarking, compensation planning, job evaluation, and incentive programs. This role conducts compensation analysis, prepares reports and modeling to support decision-making, and evaluates internal equity and market competitiveness. S/he is responsible for developing and maintaining accurate job documentation, including writing and updating role descriptions to ensure proper job classification, market alignment, and internal equity. The Compensation Specialist translates job requirements and organizational needs into clear, structured role descriptions that support compensation decisions and workforce planning

Roles and Responsibilities

• Partners with the HRIS team to:
  • Support system configuration, integrations and security roles
  • Conduct system testing for new releases and enhancements, including impact analysis, regression testing, validation of compensation calculations, data reconciliation, and defect resolution prior to production deployment
    Serves as a subject matter expert for SAP
• SuccessFactors Compensation
• Designs, configures, and manages compensation templates for new cycles, ensuring accurate eligibility, budgeting, guidelines, and workflow alignment
• Administers compensation cycles, including plan activation, budget distribution, launch, monitoring, publishing of finalized compensation statements and reconciliation.
• Contributes to continuous improvement, automation, and optimization within SuccessFactors Compensation to enhance user experience and process efficiency
• Develops and maintains compensation dashboards, analytics, and reporting
• Analyzes compensation data to identify trends, potential gaps, or inconsistencies and partners with Talent to recommend appropriate adjustments
• Conducts internal equity analyses to evaluate compensation consistency across roles, departments, and employee populations, identifying and addressing potential pay disparities
• Validates compensation calculations and reporting outputs and performs reconciliation to ensure accurate publication to Employee Central
• Translates complex compensation data into clear, actionable insights for HR and leadership audiences
• Partners with external consulting firms and survey providers to analyze market data, support pay band recommendations and validate compensation structures
• Performs pay equity reviews to help ensure compensation practices align with applicable equal pay and anti-discrimination laws, including Equal Pay Act Title VII
• Documents compensation analyses, methodologies, and decisions to support audit readiness and regulatory compliance.
• Develops and maintains accurate job descriptions in partnership with business leaders and HR ensuring accurate documentation of job duties, required qualifications, and organizational alignment
• Evaluates new and revised roles to assess appropriate job leveling and alignment with established compensation structures.
• Participates in compensation benchmarking and market analysis to support competitive and equitable pay practices
• Partners with outside compensation company to support job leveling and pay band placement based on market data, internal equity considerations, and compensation guidelines.
• Partners with Talent Acquisition and HR to ensure new roles and job postings align with established pay ranges and internal equity guidelines.
• Documents standard processes and procedures and creates and deploys user documentation and guides; helps train users on the compensation module
• Attends HR department staff meetings and participates in developing HR goals, objectives, and systems
• Participates in development of department budget and goals including planning and forecasting

Requirements

• Bachelor’s degree in HR, Finance, Business Administration or related field required and minimum of 3 years’ experience in compensation, total rewards compensation analytics; or an equivalent combination of education and/or experience
• Certified Compensation Professional (CCP) preferred
  Experience managing compensation cycles within Sap SuccessFactors preferred
• Highly proficient with Windows, Microsoft Word, Excel, PowerPoint, and Human Resource Information Systems; knowledge of relational databases and report-writing tools
• Experience running HCM reports along with Ad hoc capabilities; advanced reporting tools and analytical experience
• Must possess strong customer service skills
• Must be agile; and able to respond to multiple and changing demands
• Must be highly confidential
• Must be detail oriented and analytical
• Work may require travel

The following competencies are needed to successfully perform this job:

• Ability to present information in written and oral form to all levels of co-workers within the Company
• Ability to interpret and explain compensation surveys as well as pay structures
• Ability to perform basic mathematical processes such as addition, subtraction, division, multiplication, percentages, and ratios
• Ability to work with all levels of co-workers
• Ability to read/research, write, and analyze various types of reports and data
• Ability to use judgment that is consistent with standards, practices, policies, procedures, regulations, and laws
• Ability to multi-task, organize and prioritize work