Responsibilities Job Summary: As a Sr Compensation Advisor, you'll manage/lead division specific or company-wide programs, processes, and/or client groups. Proactively collaborate with HR and assigned client group leadership to identify/address issues, and implement compensation initiatives, while advocating on behalf of all Partners. Key Responsibilities & Essential Functions: • Operations/Advising: Partners with HR, business leaders, and the compensation leadership team to recommend and implement effective solutions. Clearly communicates complex compensation topics to Partners, Management, and HR, acting as a trusted advisor on pay-related matters. Leads compensation audits, ensuring both compliance and optimal practices. Maintains data accuracy and integrity for surveys and compliance tracking (FLSA, employee classification). Spearheads FLSA compliance initiatives, ensuring proper employee classification, exemption status, and adherence to compensation practices. Participates in the design and implementation of short-term and long-term incentive plans, ensuring alignment with company objectives and regulatory requirements. • Analytics: Leads in-depth compensation analytics projects, leveraging data to design and refine programs, often involving complex interpretations. Creates comprehensive compensation reports, focusing on intricate data analysis and providing strategic guidance on strategies. Plays a key role in crafting and executing compensation strategies, aligning practices with broader organizational objectives. Navigates the HR system proficiently, running/drafting reports/queries, and implementing system changes. Lead job pricing activities, including handling complex evaluations, and ensuring strategic alignment. • Project Management: Steers the execution of complex projects, such as total compensation overhauls or incentive program redesign. Leads the design and execution of merit pay programs. Manages multiple pay programs from design to implementation, ensuring compliance and alignment with company policies. Runs the entire merit-based compensation process. Develops new job profiles and career level maps and leads Job Family Work projects as needed. • Mentoring: Formally mentors Partners, actively coaching and supporting less experienced team members. The responsibilities and essential functions outlined above describe the general nature and level of work assigned to this position. This is not an exhaustive list of all duties, responsibilities, and skills required. Duties and responsibilities may be modified at any time based on business needs. Employees may be required to perform other job-related tasks as requested by their supervisor, subject to reasonable accommodations. Qualifications & Key Requirements: Work Experience: of experience managing and administering Compensation/HR-related processes business - Knowledge/Skills/Abilities: Proficiency in MS Office and software / applications (e.g. HCM) required by the job. - Advanced verbal / written communication and presentation skills. - Advanced interpersonal and consulting skills. - Advanced analytical, project management, and organization skills; attention to detail. - Negotiating and influencing skills. - Ability to create dynamic tools and models to interpret / analyze data. - Ability to communicate confidential information in a professional manner. - Strong collaborative workstyle. - Education: A related degree or comparable formal training, certification, or work experience - Licenses/Certifications: Physical Demands & Working Conditions: Function in a fast-paced, retail, office environment. Travel by car or plane with overnight stays. Work extended hours/ sit for extended periods. The work environment characteristics described here are representative of those a Partner encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.