Compensation Specialist

We are seeking a Compensation Specialist to support U.S. compensation design, job evaluation, and market analytics for a large, complex organization. This role supports a wide and diverse workforce across corporate, non‑union, and blue‑collar / skilled labor roles, and partners closely with HR and senior leadership to deliver data‑driven, market‑competitive compensation solutions. This position is ideal for a compensation professional with hands‑on U.S. market pricing, job architecture experience. What you’ll do Support U.S. compensation analysis and design, including job evaluation, job architecture, and market pricing across corporate, non‑union, and blue‑collar roles. Administer core compensation programs, including annual merit cycles, incentive plans (STIP/PEP), and off‑cycle compensation reviews. Support the annual Compensation Cycle through forecasting, system administration, end‑user training, communications, and ongoing support for the Compensation Module. Conduct job evaluations and market analytics to ensure internal equity, external competitiveness, and alignment with compensation philosophy. Manage off‑cycle compensation requests by analyzing market data, internal equity, and financial impacts, ensuring compliance with salary structures and governance standards. Develop and present clear, data‑driven compensation recommendations and market insights to HR leaders and senior leadership to support hiring, retention, and workforce planning decisions. Participate in and analyze U.S. compensation surveys, translating external market data into actionable recommendations. Contribute to pay transparency and pay equity initiatives, ensuring compliance with U.S. compensation legislation and evolving regulatory requirements. Prepare standard and ad‑hoc compensation reports, cost models, and forecasts to support executive decision‑making. Provide guidance to HR partners and leaders on job leveling, market positioning, and compensation policy interpretation. Support the development and documentation of compensation policies, processes, and governance frameworks. Participate in compensation projects and other initiatives as assigned. What you bring Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field. 3-5 years of dedicated U.S. compensation experience within a large, complex organization. Hands‑on experience with job evaluation methodologies, job architecture, and external market benchmarking. Demonstrated experience supporting multiple non‑union employee groups, including blue‑collar and skilled labor populations, as well as corporate roles. Strong working knowledge of U.S. compensation principles, pay equity, pay transparency, and regulatory compliance. Advanced analytical skills with the ability to convert complex data into clear, actionable insights for leadership. Advanced Excel skills; experience with HRIS and compensation systems (Dayforce experience is an asset). Strong verbal and written communication skills, including comfort presenting compensation analysis to senior leaders. Exceptional attention to detail and commitment to maintaining confidentiality and data integrity. Certified Compensation Professional (CCP) designation — completed or in progress — is strongly preferred, or demonstrated intent to pursue a compensation/total rewards certification. Salary: $69,300 - 86,550 annually (based on skills, experience, qualifications, and geography).   Eligible employees may earn performance-based incentives and have access to comprehensive benefits and retirement plans with matching contributions. This posting is for a newly created position. We do not use AI tools in the selection process and do not request pay history.