Why USAA?
At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families.
Embrace a fulfilling career at USAA, where our core values – honesty, integrity, loyalty and service – define how we treat each other and our members. Be part of what truly makes us special and impactful.
We are proud to support active-duty military spouses. USAA roles may offer remote or hybrid flexibility for active-duty military spouses consistent with applicable policy and business needs.
The Opportunity
As a dedicated Senior Compensation Advisor for the Total Rewards team, you will be responsible for the design, assessment, implementation and/or administration, practices and policies for executive benefit, perquisites, and deferred compensation programs. Ensures alignment with the total rewards philosophy and HR strategy. Partners with HR Business Partners and senior leaders regarding administration and management of executive compensation and benefit programs.
We offer a flexible work environment that requires an individual to be in the office 4 days per week.
This position can be based in one of the following locations: San Antonio, TX, Plano, TX, Phoenix, AZ, Colorado Springs, CO, Charlotte, NC, or Tampa, FL.
Relocation assistance is available for this position.
What you'll do:
Design, Implement, and Administer Compensation Programs: Provide expert guidance on the design, assessment, implementation, and administration of compensation programs, practices, and policies for both executive and non-executive roles.
Analyze Trends and Data: Proactively analyze organizational trends, market data, and industry practices to identify root causes of compensation issues and develop solutions.
Strategic Advisory: Advise senior leadership and HR Business Partners on compensation strategies to ensure market competitiveness, strategic alignment, and legal compliance.
Stakeholder Consultation: Consult with HR and business stakeholders and represent the Compensation function in cross-functional teams.
Program Oversight and Communication: Provide guidance, oversight, and communication on compensation programs, practices, policies, and the overall total rewards philosophy and strategy.
Mentorship and Escalation: Coach peers and team members and serve as a resource for complex or unusual compensation-related issues.
Project Leadership: Lead compensation projects and initiatives with enterprise-wide impact, coordinating with stakeholders for system and process development and implementation.
Training and Education: Develop and deliver training to educate management and employees on compensation programs, practices, and policies, ensuring legal compliance and strategic alignment.
What you have:
Bachelor’s degree OR 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree.
6 or more years of relevant work experience in compensation discipline, or related experience in HR, Finance, or business sales operations to include general business consulting/analysis experience or business management experience and developing knowledge of relevant compensation and/or HR laws.
Advanced knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.
Knowledge of federal laws, rules, and regulations to include:
Federal and state fair employment practices laws including Equal Pay Acts and other nondiscrimination laws.
Federal contractor and affirmative action laws and regulations such as Executive Order 11246.
FLSA.
If supporting variable pay program: REG Z, SafeAct.
If supporting Executive Rewards programs: knowledge of Interagency Guidance on Sound Compensation Policies (75 FR 36395) and Internal Revenue Code requirements applicable to executive compensation.
What sets you apart:
Non-qualified deferred compensation experience under Internal Revenue Code Section 409(A).
Executive Benefits experience.
Executive Compensation experience.
Strong Risk and Compliance background within a Compensation discipline.
Certified Compensation Professional (CCP) and/or Certified Executive Compensation Professional (CECP).
Compensation range: The salary range for this position is: $103,450.00 - $197,730.00.
USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.)
Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location.
Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors.
The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.
Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.
For more details on our outstanding benefits, visit our benefits page on USAAjobs.com.
Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting.
USAA 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, or status as a protected veteran.
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