~19m ago

New

$50–$75 per hour

Compensation Consultant

United StatesRemoteFull-time

Other

0 views0 saves0 applied

Apply Now

Quick Summary

Overview

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Compensation Consultant based in the United States.

Technical Tools

Other

What We Offer

~4 min read

We are seeking a highly analytical and people-oriented Compensation Consultant to design, optimize, and maintain compensation programs and job architecture across a multi-state organization. In this role, you will conduct nationwide market analyses, develop competitive salary structures, and establish consistent job frameworks that support fair and equitable pay practices. You will work closely with HR, recruiting, and business leaders to provide data-driven recommendations that align compensation strategies with organizational goals. Your expertise will help strengthen pay equity, ensure regulatory compliance, and support workforce planning, budgeting, and organizational change. This fully remote, 4–6-month contract offers the opportunity to make a meaningful impact on compensation strategy while improving processes across multiple business units. Reporting to the Chief People Officer, you will operate as a trusted advisor in a collaborative, people-focused environment that values accountability, sound judgment, and practical solutions.

Conduct nationwide compensation analyses, including market pricing, geographic pay differentials, and salary range development across multiple states, business units, and brands.

Design, develop, and maintain job architecture frameworks, including job families, career levels, leveling criteria, job titles, and job code structures.

Build, review, and update salary structures, pay grades, and compensation ranges, recommending annual adjustments based on market trends and competitive benchmarks.

Evaluate and benchmark positions using compensation survey data, established market-pricing methodologies, and recognized job evaluation practices.

Assess internal pay equity, salary compression, and compensation inconsistencies, providing actionable recommendations for new hire offers, promotions, and market adjustments.

Advise recruiters, hiring managers, and business leaders on compensation decisions, internal mobility, and competitive offer strategies.

Develop and maintain advanced Excel models, dashboards, and analytical reports to support compensation planning, budgeting, and workforce forecasting.

Support annual compensation cycles, including merit increases and market adjustments, through detailed financial modeling, scenario analysis, and implementation support.

Contribute to mergers, acquisitions, and organizational restructuring initiatives through compensation assessments, job mapping, integration planning, and cost modeling.

Conduct pay equity analyses and help ensure compliance with applicable federal, state, and local employment and compensation regulations, including the Fair Labor Standards Act (FLSA) and pay transparency requirements.

Prepare clear documentation, analytical reports, and executive presentations that communicate findings, explain compensation trends, and support informed leadership decisions.

Maintain accurate and consistent job and compensation data across HR information systems and related platforms, supporting data integrity and reliable reporting.

Manage multiple projects independently, balancing analytical rigor, operational execution, and stakeholder needs in a fully remote environment.

Competitive hourly compensation: $50–$75 per hour, depending on experience, qualifications, skills, and work location.

Fully remote flexibility: Work remotely from an eligible location in the United States.

Defined contract engagement: An expected contract duration of approximately 4–6 months, offering a focused opportunity to deliver measurable results.

Strategic business impact: Play a key role in shaping compensation programs, job architecture, and equitable pay practices across a multi-state organization.

Leadership exposure: Report directly to the Chief People Officer and collaborate with HR, recruiting, and business leaders on high-impact compensation initiatives.

Professional development: Apply and expand your expertise in compensation strategy, market benchmarking, job architecture, pay equity, and workforce planning.

Cross-functional collaboration: Work with stakeholders across multiple business units in a people-focused environment that values teamwork, accountability, and sound judgment.

Process improvement opportunities: Contribute to more efficient compensation workflows, improved data quality, and stronger analytical tools.

Inclusive workplace: Join an equal opportunity environment that considers qualified applicants without discrimination based on protected characteristics, in accordance with applicable laws.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

#LI-CL1

✓Conduct nationwide compensation analyses, including market pricing, geographic pay differentials, and salary range development across multiple states, business units, and brands.

✓Design, develop, and maintain job architecture frameworks, including job families, career levels, leveling criteria, job titles, and job code structures.

✓Build, review, and update salary structures, pay grades, and compensation ranges, recommending annual adjustments based on market trends and competitive benchmarks.

✓Evaluate and benchmark positions using compensation survey data, established market-pricing methodologies, and recognized job evaluation practices.

✓Assess internal pay equity, salary compression, and compensation inconsistencies, providing actionable recommendations for new hire offers, promotions, and market adjustments.

✓Advise recruiters, hiring managers, and business leaders on compensation decisions, internal mobility, and competitive offer strategies.

✓Develop and maintain advanced Excel models, dashboards, and analytical reports to support compensation planning, budgeting, and workforce forecasting.

✓Support annual compensation cycles, including merit increases and market adjustments, through detailed financial modeling, scenario analysis, and implementation support.

✓Contribute to mergers, acquisitions, and organizational restructuring initiatives through compensation assessments, job mapping, integration planning, and cost modeling.

✓Conduct pay equity analyses and help ensure compliance with applicable federal, state, and local employment and compensation regulations, including the Fair Labor Standards Act (FLSA) and pay transparency requirements.

✓Prepare clear documentation, analytical reports, and executive presentations that communicate findings, explain compensation trends, and support informed leadership decisions.

✓Maintain accurate and consistent job and compensation data across HR information systems and related platforms, supporting data integrity and reliable reporting.

✓Manage multiple projects independently, balancing analytical rigor, operational execution, and stakeholder needs in a fully remote environment.

✓Competitive hourly compensation: $50–$75 per hour, depending on experience, qualifications, skills, and work location.

✓Fully remote flexibility: Work remotely from an eligible location in the United States.

✓Defined contract engagement: An expected contract duration of approximately 4–6 months, offering a focused opportunity to deliver measurable results.

✓Strategic business impact: Play a key role in shaping compensation programs, job architecture, and equitable pay practices across a multi-state organization.

✓Leadership exposure: Report directly to the Chief People Officer and collaborate with HR, recruiting, and business leaders on high-impact compensation initiatives.

✓Professional development: Apply and expand your expertise in compensation strategy, market benchmarking, job architecture, pay equity, and workforce planning.

✓Cross-functional collaboration: Work with stakeholders across multiple business units in a people-focused environment that values teamwork, accountability, and sound judgment.

✓Process improvement opportunities: Contribute to more efficient compensation workflows, improved data quality, and stronger analytical tools.

✓Inclusive workplace: Join an equal opportunity environment that considers qualified applicants without discrimination based on protected characteristics, in accordance with applicable laws.

Requirements

~2 min read

Bachelor's degree in Human Resources, Business, Finance, Economics, or a related discipline, or equivalent practical experience.

At least 7 years of experience in compensation consulting, compensation analysis, or a closely related role.

Demonstrated expertise in nationwide compensation analysis across multiple geographic markets, including market pricing, salary benchmarking, and geographic pay differentials.

Proven experience designing, developing, or redesigning job architecture frameworks, including job families, career levels, job leveling, and compensation structures.

Working knowledge of compensation survey providers, market-pricing methodologies, job evaluation practices, and salary structure development.

Advanced to expert-level Microsoft Excel skills, including complex financial modeling, scenario analysis, data interpretation, and visualization.

Strong analytical, quantitative, and financial skills, with the ability to translate complex data into practical recommendations that balance business objectives with employee needs.

Solid understanding of pay equity principles and applicable compensation regulations, including FLSA requirements and pay transparency legislation.

Excellent communication, presentation, and relationship-building skills, with the ability to explain technical findings clearly and serve as an empathetic, trusted advisor to HR teams, recruiters, managers, and senior leaders.

A hands-on, execution-focused approach, with strong organizational skills and the ability to manage competing priorities, work independently, and deliver results in a fast-paced, remote setting.

Experience with Paylocity and/or SAP SuccessFactors is an advantage but is not required.

Background in insurance, claims administration, third-party administration (TPA), or professional services is preferred but not essential.

Professional certifications such as Certified Compensation Professional (CCP), SHRM-CP, SHRM-SCP, PHR, or SPHR are considered an asset.

Location & Eligibility

Where is the job

United States

Remote within one country

Who can apply

About this job

Pay per year: ≈ $104,000–$156,000 a year; 93% above the $67,500 median for Other jobs on Jobera (119,193 salaries).
Who can apply: United States
Posted: Today
Employer: has 4,953 open jobs on Jobera in 42 countries.