Compensation Partner

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The salary range for this position takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.

At WGU it is not typical for an individual to be hired at or near the top of the range for their position and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is:

Grade: Professional 312

Pay Range: $106700.00 - $165400.00

Job Description

Summary

The Compensation Partner works across all aspects of global compensation programs and provides strategic analysis to support critical decisions for retaining and attracting talent. This role blends strong technical compensation experience with a business partners mindset. This role develops and executes effective compensation strategies conducts strategic analysis and designs implements and manages global compensation solutions. The role is key in establishing Total Rewards as a key differentiating factor in the ongoing transformative compensation journey. This role will partner with colleagues across the organization and with senior leaders to ensure that our compensation strategies remain competitive and aligned with industry standards and our business goals. The Partner will administer recommend and review compensation policies procedures and programs.

Job Duties

• Effectively partners with Business Leaders P&T Business Partners and Talent Acquisition Partners to manage consult and resolve compensation issues (new hire offers promotions internal transfers retention etc.)
• Designs and implements the compensation philosophy strategy policies and programs which align with and support our organizational goals ensure market competitiveness and reward high performance. As part of a Global Compensation team builds and maintains salary ranges for new countries as necessary.
• Establishes oversees and maintains job structure standards. Establishes job descriptions and job evaluation systems to ensure fair and equitable pay practices. Establishes updates and maintains job description database.
• Maintains job architecture and ensures data integrity of job codes job leveling job titles salary ranges and other related compensation elements within the Workday HRIS system.
• Conducts competitive benchmarking and analysis to evaluate compensation programs policies and processes. Monitors and analyzes external compensation trends and develops innovative solutions. Analyzes and recommends changes to existing salary structures policies and procedures.
• Participates in strategic projects such as evolving the job architecture assessing the compensation of critical talent reviewing the effectiveness of compensation programs and policies and analyzing compensation outcomes to draw conclusions and make recommendations for further consideration.
• Plays a key role in the creation consultation and review of compensation policies and processes.
• Conducts research and analysis (quantitative and qualitative) of compensation issues including market trends pay plan designs and incentive programs.
• Ensures FLSA exemption compliance working with legal and management as needed on assessing and classifying jobs.
• Administers the annual pay for performance compensation process. Provides analytical support in complex aspects in the development of merit budgets salary structure modifications and incentive plan data gathering and reporting.
• Provides recommendations and guidance in the analysis of salary surveys other market analysis salary planning activities benchmarking internal and external equity studies and job evaluations. Participates in salary surveys and analyzes results to ensure compensation programs remain competitive. Consolidates information and provides overview of market trends and best pay practices.
• Provides advice guidance and support to all levels of management on compensation-related issues. Develops and communicates compensation education materials on philosophy strategy and applicable programs. Develops and presents compensation-related training programs to managers and staff.
• Provides direction and guidance to more junior compensation staff members.
• Supports other members of the People & Talent team as needed to complete projects and keep others informed.
• Stays current on the latest trends and developments in the field of compensation.
• Performs other job-related duties as assigned.

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Knowledge Skills & Abilities

• Strong knowledge of compensation performance motivation and rewards programs.
• Advanced knowledge and experience participating in compensation salary surveys.
• Excellent analytical and quantitative skills.
• Ability to oversee completion of departmental projects and day-to-day work.
• Strong research skills in a variety of medium to remain up to date on compensation surveys trends and laws.
• Current knowledge of all human resources areas required (including Federal and state employment laws FLSA ADA EEO compensation etc.).
• Strong written verbal and presentation skills
• Ability to work with all levels of the organization.
• Excellent organizational and time management skills with demonstrated flexibility and ability to handle multiple tasks simultaneously.
• Ability to maintain confidentiality.
• Demonstrated ability to apply excel and other data management and analysis tools in researching and analyzing various types of data.
• Expertise in building compensation systems compensation ranges working with market data and scaling processes with company growth.
• Experience working with and applying compensation techniques job evaluation salary survey practices and methodologies salary program development job documentation the elements of total rewards and target setting concepts.
• Experience applying the principles of the Fair Labor Standards Act and its applicability to the job evaluation process.
• Comfortable working in a fast-moving environment multi-tasking being self-driven and with attention to detail.
• Advanced Excel skills with the ability to effectively analyze data and develop or automate repeatable reports metrics and models.
• Knowledge of and experience in using Microsoft office programs (Word Power Point Outlook Access).
• Experience working with HRIS systems.
• Ability to work independently and in a team environment.

Minimum Qualifications

• Bachelors Degree in Human Resources Business Administration or a related field
• 7 years of related Compensation experience
• Equivalent relevant experience performing the essential functions of this job may substitute for education degree requirements. Generally equivalent relevant experience is defined as 1 year of experience for 1 year of education and is the discretion of the hiring manager.

Preferred Qualifications

• Experience with Workday
• Experience with Compensation tools and systems (Payfactors or MarketPay)
• Certified Compensation Professional (CCP) Designation or working toward
• PHR or SHRM-CP Certification

Job Description Disclaimer: This position description provides the major duties/responsibilities requirements and working conditions for the position. It is intended to be an accurate reflection of the current position however management reserves the right to revise or change as necessary to meet organizational needs. Other responsibilities may be assigned when circumstances require.

Position & Application Details

Full-Time Regular Positions (classified as regular and working 40 standard weekly hours): This is a full-time regular position (classified for 40 standard weekly hours) that is eligible for bonuses; medical dental vision telehealth and mental healthcare; health savings account and flexible spending account; basic and voluntary life insurance; disability coverage; accident critical illness and hospital indemnity supplemental coverages; legal and identity theft coverage; retirement savings plan; wellbeing program; discounted WGU tuition; and flexible paid time off for rest and relaxation with no need for accrual flexible paid sick time with no need for accrual 11 paid holidays and other paid leaves including up to 12 weeks of parental leave.

How to Apply: If interested an application will need to be submitted online. Internal WGU employees will need to apply through the internal job board in Workday.

Additional Information

Disclaimer: The job posting highlights the most critical responsibilities and requirements of the job. Its not all-inclusive.

Accommodations: Applicants with disabilities who require assistance or accommodation during the application or interview process should contact our Talent Acquisition team at

Equal Employment Opportunity: All qualified applicants will receive consideration for employment without regard to any protected characteristic as required by law.