Compensation Consultant
SuperbTech
Contract
On-site
Pasadena, California, United States
Compensation Consultant
We are seeking an experienced and independent Compensation Consultant to serve as a temporary contractor, providing expertise and support for a global, enterprise-wide job and compensation architecture project. Reporting to the Compensation team leadership, the contractor will collaborate with internal stakeholders to design, develop, and implement a scalable and equitable job architecture framework and compensation structure.
This is a temporary, project-based engagement, and the contractor will be expected to work independently while partnering with internal teams as needed. The engagement requires flexibility to lead, manage, and execute various aspects of the project based on the evolving priorities of the Compensation team throughout the project lifecycle.
The ideal contractor will bring deep compensation expertise, strong project management skills, and the ability to deliver high-quality results within agreed timelines.
Scope:
Job Architecture Design
• Partner with the Compensation team to conduct a comprehensive review of the existing job structure, including job titles, responsibilities, and market pricing.
• Perform job analysis and mapping to identify overlaps, gaps, and inconsistencies.
• Collaborate on the development of a clear, scalable global job architecture framework, including job families, levels, and career paths.
• Assist in creating standardized job descriptions and classification levels, including responsibilities, required skills, and career progression paths.
Compensation Structure Development
• Work with the Compensation team to design and implement a market-competitive global compensation structure, including salary ranges, pay grades, and incentive programs.
• Conduct market benchmarking and analysis using compensation surveys and data sources to ensure external competitiveness.
Federal Contracting Considerations
• Review and analyze Labor Category (LCAT) requirements to ensure compliance with federal contracting standards.
• Collaborate with stakeholders to address federal contracting implications and ensure seamless integration into business operations.
Stakeholder Collaboration and Leadership
• Partner with HR leadership, business leaders, and departmental managers across varying business lines to ensure alignment and buy-in for the new job and compensation framework.
• Communicate project updates, deliverables, and recommendations to senior leadership and key stakeholders.
• Create and provide training and resources intended for managers and HR partner audiences on interpreting and using the new job structure.
Project Management
• Collaborate with the Compensation and the HR Project Manager to manage and follow project plans, timelines, and deliverables for the job and compensation architecture initiative.
• Proactively drive the project forward, ensuring timely and successful execution of milestones.
• Partner with the Compensation and Employee Experience teams on the change process, including communication planning, stakeholder engagement, and risk mitigation.
Data Analysis and Compliance
• Analyze internal and external compensation data to identify trends, gaps, and opportunities.
• Ensure compliance with applicable laws and regulations, including FLSA, pay equity, federal contracting requirements, and international regulations.
This is a temporary, project-based engagement, and the contractor will be expected to work independently while partnering with internal teams as needed. The engagement requires flexibility to lead, manage, and execute various aspects of the project based on the evolving priorities of the Compensation team throughout the project lifecycle.
The ideal contractor will bring deep compensation expertise, strong project management skills, and the ability to deliver high-quality results within agreed timelines.
Scope:
Job Architecture Design
• Partner with the Compensation team to conduct a comprehensive review of the existing job structure, including job titles, responsibilities, and market pricing.
• Perform job analysis and mapping to identify overlaps, gaps, and inconsistencies.
• Collaborate on the development of a clear, scalable global job architecture framework, including job families, levels, and career paths.
• Assist in creating standardized job descriptions and classification levels, including responsibilities, required skills, and career progression paths.
Compensation Structure Development
• Work with the Compensation team to design and implement a market-competitive global compensation structure, including salary ranges, pay grades, and incentive programs.
• Conduct market benchmarking and analysis using compensation surveys and data sources to ensure external competitiveness.
Federal Contracting Considerations
• Review and analyze Labor Category (LCAT) requirements to ensure compliance with federal contracting standards.
• Collaborate with stakeholders to address federal contracting implications and ensure seamless integration into business operations.
Stakeholder Collaboration and Leadership
• Partner with HR leadership, business leaders, and departmental managers across varying business lines to ensure alignment and buy-in for the new job and compensation framework.
• Communicate project updates, deliverables, and recommendations to senior leadership and key stakeholders.
• Create and provide training and resources intended for managers and HR partner audiences on interpreting and using the new job structure.
Project Management
• Collaborate with the Compensation and the HR Project Manager to manage and follow project plans, timelines, and deliverables for the job and compensation architecture initiative.
• Proactively drive the project forward, ensuring timely and successful execution of milestones.
• Partner with the Compensation and Employee Experience teams on the change process, including communication planning, stakeholder engagement, and risk mitigation.
Data Analysis and Compliance
• Analyze internal and external compensation data to identify trends, gaps, and opportunities.
• Ensure compliance with applicable laws and regulations, including FLSA, pay equity, federal contracting requirements, and international regulations.
Required
• 10+ years of experience in compensation design and job architecture projects with a focus on enterprise-wide global projects.
• Strong knowledge of federal contracting requirements and their impact on job titles, pricing, and billable employee classifications.
• Demonstrated experience designing and implementing job frameworks or structures in global complex organizations with varying markets.
• Proven ability to manage large-scale projects from conception through execution.
• Exceptional communication, facilitation, and stakeholder management skills.
• Strong analytical and problem-solving abilities, with advanced proficiency in Excel and data analysis tools.
• Strong presentation skills, and ability to present to various target audiences (i.e., leadership, HR partners, managers).
• Experience with HRIS systems and compensation modules (e.g., Workday).
• Experience with compensation surveys (e.g., Mercer, Radford, Willis Towers Watson) and compensation benchmarking/survey management/job description tools (e.g., MarketPay, JDXpert).
Preferred:
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Certified Compensation Professional (CCP) or similar certification.
• Experience in change management and training related to compensation programs.
Key Competencies:
• Strategic thinking and organizational awareness.
• Influencing and change leadership.
• Project and time management.
• Attention to detail with a big-picture mindset.
• Collaborative and adaptable approach.
• Demonstrated ability and agility to thrive in fast-paced environments, manage tight deadlines, and work independently with minimal guidance.
• 10+ years of experience in compensation design and job architecture projects with a focus on enterprise-wide global projects.
• Strong knowledge of federal contracting requirements and their impact on job titles, pricing, and billable employee classifications.
• Demonstrated experience designing and implementing job frameworks or structures in global complex organizations with varying markets.
• Proven ability to manage large-scale projects from conception through execution.
• Exceptional communication, facilitation, and stakeholder management skills.
• Strong analytical and problem-solving abilities, with advanced proficiency in Excel and data analysis tools.
• Strong presentation skills, and ability to present to various target audiences (i.e., leadership, HR partners, managers).
• Experience with HRIS systems and compensation modules (e.g., Workday).
• Experience with compensation surveys (e.g., Mercer, Radford, Willis Towers Watson) and compensation benchmarking/survey management/job description tools (e.g., MarketPay, JDXpert).
Preferred:
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Certified Compensation Professional (CCP) or similar certification.
• Experience in change management and training related to compensation programs.
Key Competencies:
• Strategic thinking and organizational awareness.
• Influencing and change leadership.
• Project and time management.
• Attention to detail with a big-picture mindset.
• Collaborative and adaptable approach.
• Demonstrated ability and agility to thrive in fast-paced environments, manage tight deadlines, and work independently with minimal guidance.