Compensation Partner

About Acrisure

A global fintech leader Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together we connect clients with customized solutions across a range of insurance reinsurance payroll benefits cybersecurity mortgage services and more.

In the last eleven years Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19000 colleagues in more than 20 countries. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation client centricity and an indomitable will to win.

Job Summary:

The Compensation Partner plays a key role in supporting the development execution and administration of global compensation programs. Reporting to the Director Compensation this role partners closely with HR Business Partners Talent Acquisition and business leaders to deliver thoughtful data-driven insights and ensure alignment with Acrisures compensation philosophy and business goals. This individual will support compensation analytics benchmarking job evaluations offer consultations and annual cycle planning contributing to a consistent and scalable global compensation framework.

Responsibilities (list of main duties and responsibilities in role):

• Support the design implementation and governance of the enterprise-wide job architecture framework including job leveling titling conventions and job family structures.
• Conduct compensation benchmarking using market data tools to evaluate internal roles ensure market competitiveness and support pay decisions.
• Support job leveling pricing and internal equity analysis across business units and functions.
• Advise HR and Talent Acquisition on salary recommendations new hire offers and promotion adjustments.
• Collaborate on the annual compensation planning process including merit bonus and long-term incentive cycles.
• Assist in preparing compensation dashboards reporting and analytics to inform program decisions and executive review materials.
• Contribute to the development and documentation of compensation guidelines policies and internal resources.
• Participate in salary survey submissions ensuring accuracy and completeness of data.

This description is not meant to be all-inclusive and may be modified from time to time at the discretion of management.

Requirements

The requirements listed below are representative of the knowledge skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Required Qualifications

• Strong analytical skills with the ability to translate data into actionable insights
• Excellent attention to detail and organizational skills
• Strong interpersonal and communication skills with ability to consult and influence across functions

Preferred Qualifications

• Experience with compensation benchmarking platforms (e.g. MarketPay PayFactors CompAnalyst) and benchmarking databases (Radford Mercer or similar)
• Familiarity with Workday or other similar HRIS systems
• Experience in high-growth or decentralized organization models

Education/Experience:

Required Experience

• 35 years of progressive experience in compensation or related HR roles
• Demonstrated experience in job analysis market pricing and compensation data management
• Proficiency in Excel including use of formulas pivot tables and data visualization tools

Preferred Experience

• Experience supporting annual compensation planning cycles end to end including build/configuration in Workday or similar HRIS
• Exposure to compensation structures and market practices within the insurance industry
• Familiarity with incentive plan administration

Candidates should be comfortable with an on-site presence to support collaboration team leadership and cross-functional partnership.

Benefits & Perks:

• Competitive compensation
• Flexible vacation policy paid holidays and paid sick time
• Medical Insurance Dental Insurance and Vision Insurance (employee-paid)
• Company-paid Short-Term and Long-Term Disability Insurance
• Company-paid Group Life insurance
• Company-paid Employee Assistance Program (EAP) and Calm App subscription
• Employee-paid Pet Insurance and optional supplemental insurance coverage
• Vested 401(k) with company match and financial wellness programs
• Flexible Spending Account (FSA) Health Savings Account (HSA) and commuter benefits options
• Paid maternity leave paid paternity leave and fertility benefits
• Career growth and learning opportunities
• and so much more!

Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location.

Making a lasting impact on the communities it serves Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Childrens Hospital in Grand Rapids Michigan UPMC Childrens Hospital in Pittsburgh Pennsylvania and Blythedale Childrens Hospital in Valhalla New York.

Acrisure is committed to employing a diverse workforce. All applicants will be considered foremploymentwithout attention to race color religion age sex sexual orientation gender identity national origin veteran or disability status. California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at is committed to employing a diverse workforce. All applicants will be considered foremploymentwithout attention to race color religion age sex sexual orientation gender identity national origin veteran or disability status. California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at Executive Search Firms & Staffing Agencies: Acrisure does not accept unsolicited resumes from any agencies that have not signed a mutual service agreement. All unsolicited resumes will be considered Acrisures property and Acrisure will not be obligated to pay a referral fee. This includes resumes submitted directly to Hiring Managers without contacting Acrisures Human Resources Talent Department.