• Lead market pricing and benchmarking for new and existing roles by researching trends, analyzing survey data, and maintaining competitive pay structures. • Own the execution of compensation programs and policies, including documentation, process mapping, and continuous improvement of compensation workflows. • Independently evaluate job responsibilities and requirements to recommend appropriate compensation levels, in partnership with People Business Partners and hiring managers. • Manage salary survey participation and results analysis (e.g., Radford), including data validation, submission, and synthesis of insights and recommendations. • Serve as a primary point of contact for Tier 2 compensation questions, providing guidance to People Business Partners and managers, and escalating only complex or strategic matters. • Prepare and present compensation reports and insights to People leadership and business leaders, translating data into clear, actionable recommendations. • Co-lead the annual compensation review process, including planning, data preparation, validation, analysis, and support for leader enablement and employee communication. • Ensure compliance with compensation laws and regulations, monitoring changes and flagging risks or required updates to programs and practices. • Support the design and evaluation of incentive and performance-based pay programs, including modeling scenarios and assessing program effectiveness. • Partner with the Senior Manager of Compensation to build and refine compensation tools, templates, and training materials for leaders and employees. • Maintain accurate compensation-related data in HRIS (UKG) and compensation tools (e.g., Pequity, Pave or similar platforms), ensuring strong data integrity across all compensation processes. • Design and execute recurring compensation data audits (e.g., pay ranges, job profiles, geo-differentials, incentive targets), partnering with HRIS and Payroll to resolve discrepancies. • Support configuration, testing, and continuous improvement of compensation-related workflows in UKG and other systems (e.g., annual review templates, promotion workflows, off-cycle changes). • Develop and maintain recurring and ad-hoc compensation dashboards and reports for People Business Partners, Finance, and business leaders inside the compensation system. • Document and refine end-to-end compensation processes (e.g., annual review, promotion, off-cycle requests) to improve efficiency, manager experience, and control environment. • Assist with the company's equity plans (e.g., stock options), including grant processing, vesting schedule tracking, and exercise/settlement tier 1 support in the equity platform. • Manage equity-related data integrity and reporting, including reconciliation between the HRIS (UKG) and the equity administration system. • Partner with Legal, Finance, and external vendors to ensure compliance with all global equity regulations and reporting requirements. • Serve as a resource for employee inquiries related to stock option grants, vesting, and exercise procedures.