Lead Compensation Consultant Compensation Design

Wells Fargo is seeking a Lead Compensation Consultant within our Total Rewards organization to support enterprise compensation program design. This role will lead the strategy design stakeholder engagement and implementation of compensation programs and pay practices that support business objectives.

The Lead Compensation Consultant will partner closely with Compensation Executives Human Resources Talent Acquisition Risk Legal Product and business leaders to deliver scalable compliant and employeefocused compensation solutions. The Lead Compensation Consultant works as part of a highly collaborative Compensation Design team partnering closely with peer consultants and crossfunctional stakeholders to deliver integrated enterpriseready compensation solutions.

In this role you will:

• Lead and execute end-to-end enterprise-wide compensation design initiatives and programs from problem definition through implementation and post-implementation evaluation applying sound judgment and decision making in multifaceted ambiguous and highimpact situations and ensuring designs effectively span and operate across nuanced and varied organizational contexts.
• Translate complex business requirements into clear compensation design recommendations using data and insights to guide and support enterprise-wide program strategies and executive decision-making in accordance with enterprise governance and approval frameworks.
• Lead and deliver stakeholder engagement and change management for compensation design initiatives across the enterprise including developing and presenting tailored materials and messaging for identified audiences and driving alignment enabling timely decisions and ensuring successful implementation.
• Develop executionready design documentation and implementation deliverables (e.g. design principles requirements process flows guidance materials) that enable build rollout and ongoing sustainment of compensation solutions.
• Navigate enterprisescale multidimensional compensation challenges that span business operational technical and regulatory considerations requiring thoughtful evaluation of tradeoffs intangibles and unprecedented scenarios.
• Contribute to the development of enterprise pay policies processes guidelines and standards to support business objectives and appropriately balance risk.
• Partner with Risk Legal and Compliance to identify assess and mitigate regulatory operational and reputational risks associated with compensation design and pay practices.
• Collaborate with HR Product and Technology Compensation Delivery and other operational teams to ensure designs are practical scalable and ready for system implementation.
• Partner closely with Compensation HR Talent Acquisition and crossfunctional teams to align compensation designs with broader organizational and operational objectives.
• Monitor outcomes and effectiveness of implemented designs and identify opportunities for continuous improvement and process efficiency.
• Serve as a trusted subject matter expert influencing peers and stakeholders through thoughtful consultation executive presence and strong judgment.

Required Qualifications

• 5 years of compensation experience or equivalent demonstrated through one or a combination of the following: work experience training military experience education

Desired Qualifications

• Compensation or broader Human Resources function experience ideally within a large matrixed organization with multiple business groups and broad geographic reach.
• Demonstrated expertise owning executing and driving end-to-end compensation design initiatives to include from discovery and problem definition through design governance build/configuration partnership testing engagement rollout and post-implementation validation and support.
• Strong stakeholder engagement facilitation and change management capability including developing and delivering executiveready audiencetailored communications and materials and influencing outcomes across cross-functional teams in a matrixed environment.
• Demonstrated ability to design evaluate and provide credible challenge to compensation programs and structures to ensure competitiveness equity financial soundness and alignment with company strategy risk and regulatory expectations.
• Proven success in influencing collaborating problem-solving and driving decision-making across all levels of cross-functional stakeholder teams including Compensation HR Talent Acquisition Product Risk Legal and other business leaders to achieve alignment and adoption of compensation solutions.
• Ability to synthesize data research and market insights into clear actionable recommendations including analyzing compensation trends and using data to inform design decisions and enterprisewide program strategies.
• Proven strength managing and executing multiple large-scale projects in a fast-paced global environment including navigating ambiguity balancing competing priorities improving processes leveraging technology and artificial intelligence for efficiency and building effective partnerships across all organizational levels to meet tactical and strategic deliverables and timelines.
• Working knowledge of compensationrelated risk governance and compliance including experience assessing pay practices for risk recommending mitigation strategies supporting regulatory or audit reviews and partnering effectively with Risk Legal and Internal Audit teams.
• Experience partnering with HR Product Technology Compensation Delivery and operational teams to translate compensation designs into scalable systemready solutions that can be consistently implemented and sustained.
• Demonstrated ability to improve and evolve compensation frameworks and processes identifying opportunities to streamline delivery leverage technology and automation (including AIenabled tools) and enhance efficiency transparency and execution effectiveness.
• Exceptional written and verbal communication skills including comfort presenting to senior leaders articulating technical and strategic topics clearly and influencing decisionmaking through executive presence.
• Advanced proficiency in Microsoft Office tools particularly Excel and PowerPoint with experience leveraging Copilot or similar tools to support analysis storytelling and execution efficiency.

Job Expectations

• This position offers a hybrid work schedule in Charlotte NC.
• Relocation assistance is not available for this position.
• May require minimal travel as needed for key stakeholder sessions.
• Posting may come down early due to volume of applications.

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Posting End Date:

*Job posting may come down early due to volume of applicants.

We Value Equal Opportunity

Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin disability status as a protected veteran or any other legally protected characteristic.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit Market Financial Crimes Operational Regulatory Compliance) which includes effectively following and adhering to applicable Wells Fargo policies and procedures appropriately fulfilling risk and compliance obligations timely and effective escalation and remediation of issues and making sound risk decisions. There is emphasis on proactive monitoring governance risk identification and escalation as well as making sound risk decisions commensurate with the business units risk appetite and all risk and compliance program requirements.

Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates including women persons with disabilities aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

Applicants with Disabilities

To request a medical accommodation during the application or interview process visitDisability Inclusion at Wells Fargo.

Drug and Alcohol Policy

Wells Fargo maintains a drug free workplace. Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo.

b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.