Support the development, maintenance, and documentation of salary structures, pay ranges, job grades, geographic differentials, market pricing methodologies, and compensation guidelines.
Lead workstreams associated with annual compensation planning initiatives, including merit increases, incentive programs, promotions, retention programs, off-cycle compensation reviews, and pay equity analyses.
Conduct complex market pricing analyses for corporate, retail, field, distribution, and specialized positions utilizing multiple compensation surveys and external market data sources.
Develop compensation models and analyses including merit budget planning, cost impact assessments, market competitiveness reviews, internal equity studies, compa-ratio analyses, and range penetration reporting.
Support labor cost forecasting, compensation budgeting, and scenario modeling for new positions, organizational changes, incentive plans, and compensation program enhancements.
Provide guidance on job evaluations, job classifications, FLSA status, salary recommendations, promotions, transfers, and other compensation-related decisions.
Evaluate compensation survey vendors and market data sources while monitoring industry trends, compensation practices, and regulatory developments.
Support the maintenance and enhancement of job architecture frameworks, career levels, job descriptions, and compensation titling standards.
Conduct analyses related to pay equity, retention, compression, turnover, and market competitiveness while developing recommendations for improvement.
Partner with HR, Finance, Legal, and business stakeholders on compensation-related implications associated with reorganizations, restructures, policy changes, pay transparency requirements, and compliance initiatives.
Maintain documentation and audit support related to compensation programs, salary structures, incentive plans, survey submissions, job evaluations, and governance processes.
Create executive-ready dashboards, reports, presentations, and recommendations that communicate compensation findings, risks, costs, and strategic options.
Develop compensation training materials, manager resources, and communication tools that support compensation philosophy, program administration, and compensation decision-making.
Lead special projects and support strategic compensation initiatives as assigned.
Knowledge, Skills & Abilities Requirements
Bachelor's degree or equivalent experience required.
Seven or more years of progressive compensation experience, preferably within retail, consumer products, or a large multi-unit organization.
Certified Compensation Professional (CCP) designation preferred.
Global compensation experience is a plus.
Deep understanding of compensation practices including market pricing, job evaluation, salary structure design, pay ranges, job leveling, incentive programs, and compensation governance.
Experience developing compensation policies, procedures, administration guidelines, and governance documentation.
Proven experience supporting annual compensation planning cycles and managing multiple complex projects simultaneously.
Strong analytical and quantitative skills with the ability to create financial models, scenario analyses, and compensation cost forecasts.
Exceptional consultative and business partnership skills with the ability to influence stakeholders using data and sound judgment.
Working knowledge of FLSA regulations, pay transparency requirements, wage and hour considerations, and compensation compliance practices.
Advanced proficiency in Microsoft Excel, PowerPoint, Word, Access, Copilot, and related reporting tools.
Oracle HCM experience preferred.
Ability to manage highly confidential information with professionalism and discretion.
Competencies & Attributes
Strategic Thinker – develops compensation solutions that align talent strategies with business needs.
Customer Focused Partner – serves as a trusted advisor to HR and business leaders by providing thoughtful compensation guidance.
Results Driver – delivers high-quality analyses, recommendations, and projects while balancing multiple priorities.
Problem Solver & Decision Maker – evaluates complex compensation issues and develops practical, data-driven solutions.
Effective Communicator – translates compensation concepts into clear and actionable recommendations for diverse audiences.
Big Picture Thinker – understands how compensation programs connect to broader talent, financial, and organizational objectives.
Flexible & Agile Adapter – responds effectively to changing business priorities and evolving compensation landscapes.
Team Builder – collaborates effectively across HR, Finance, Legal, and operational teams.
Passionate Learner – remains current on compensation trends, market practices, regulatory changes, and emerging technologies.
Talent Builder – contributes to an inclusive culture through coaching, collaboration, and knowledge sharing.
Working Conditions & Physical Requirements
This is a hybrid role that requires periodic onsite presence at the corporate office on designated days. The work environment generally involves everyday office conditions and requires normal safety precautions associated with office environments, conference rooms, and business travel.
The work is primarily sedentary and typically involves extended periods working on a computer, conducting analyses, attending meetings, and collaborating with business partners. Occasional travel to company locations may be required. Occasional walking, standing, bending, and carrying light materials may be necessary. No special physical demands are required to perform the essential functions of the position.
Benefits
We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life insurance, paid vacation and sick days, paid holidays, tuition reimbursement, and a 401(k) with company match. In addition, associates may enjoy access to our onsite salon services, dining options, Sally Beauty and CosmoProf stores, and employee merchandise discounts.
