Business Services & Consulting • all cities, SD 42
Senior Compensation Partner (42)
all cities, SD 42On-sitePosted 1 day ago
Business Services & Consulting
About the Role
Senior Compensation Partner
Remote
Long term contract
The Compensation function operates as a strategic partner rather than a compliance-only team. The focus is on understanding business needs, analysing problem spaces, and collaborating with stakeholders to deliver balanced, equitable compensation solutions.
As a Senior Compensation Partner, you will act as a trusted advisor to business leaders, HR partners, and talent teams. You will combine analytical rigor with creativity and sound judgment to design and implement compensation strategies aligned with organizational goals and pay equity principles.
Your role will involve translating data insights into actionable recommendations, guiding stakeholders through complex compensation decisions, and contributing to scalable, effective compensation programs.
Key Responsibilities
Act as a trusted advisor to HR Business Partners, Talent Acquisition, and business leaders on complex compensation decisions.
Partner with business units to understand strategy, talent needs, and organizational dynamics, and provide tailored compensation solutions.
Design and administer compensation programs to ensure competitiveness, equity, and alignment with business priorities.
Lead key compensation processes such as:
Annual compensation planning
Off-cycle reviews
Job matching and levelling
Support and enhance job architecture frameworks to ensure clarity and consistency.
Evaluate and manage international compensation programs aligned with global and regional requirements.
Collaborate with cross-functional teams to improve compensation programs, systems, and tools.
Partner with People Systems teams on implementations and process improvements.
Mentor team members and promote compensation literacy across the organization.
Stay updated on industry trends, regulatory changes, and emerging practices in compensation and total rewards.
Required Qualifications
6-8 years of progressive experience in compensation or total rewards roles.
Strong knowledge of compensation regulations and compliance (including federal, state, and local laws).
Advanced proficiency in Excel/Google Sheets (modelling, scenario analysis, data visualization).
Ability to translate complex data into clear insights and recommendations.
Strong stakeholder management, collaboration, and influencing skills.
High interpersonal resilience and ability to handle challenging conversations.
Experience working with global/international compensation practices.
Desired Qualifications
Bachelor's degree in Finance, Business Management, Economics, Human Resources, or related field (or equivalent experience).
Understanding of financial and accounting principles.
Experience with HR systems (e.g., Workday or similar platforms).
Success Factors
Strong expertise in compensation practices
Strategic thinking with a collaborative mindset
Ability to balance data-driven insights with practical decision-making
Focus on stakeholder experience and organizational impact
Senior Compensation Partner
Remote
Long term contract
The Compensation function operates as a strategic partner rather than a compliance-only team. The focus is on understanding business needs, analysing problem spaces, and collaborating with stakeholders to deliver balanced, equitable compensation solutions.
As a Senior Compensation Partner, you will act as a trusted advisor to business leaders, HR partners, and talent teams. You will combine analytical rigor with creativity and sound judgment to design and implement compensation strategies aligned with organizational goals and pay equity principles.
Your role will involve translating data insights into actionable recommendations, guiding stakeholders through complex compensation decisions, and contributing to scalable, effective compensation programs.
Key Responsibilities
Act as a trusted advisor to HR Business Partners, Talent Acquisition, and business leaders on complex compensation decisions.
Partner with business units to understand strategy, talent needs, and organizational dynamics, and provide tailored compensation solutions.
Design and administer compensation programs to ensure competitiveness, equity, and alignment with business priorities.
Lead key compensation processes such as:
Annual compensation planning
Off-cycle reviews
Job matching and levelling
Support and enhance job architecture frameworks to ensure clarity and consistency.
Evaluate and manage international compensation programs aligned with global and regional requirements.
