• Conduct job evaluations using established job evaluation methodologies to ensure internal equity and alignment with the organization’s job architecture. • Partner with HR and business leaders to review new, evolving, or complex roles and recommend appropriate job levels and pay positioning. • Perform internal equity analyses and develop recommendations to address gaps while balancing business, talent, and budget considerations. • Lead large-scale market pricing studies using external survey data to assess competitiveness across roles and geographies (US primary plus some international markets). • Manage the annual review and update of salary structures based on market trends, internal data, and organizational strategy. • Conduct market benchmarking for short-term incentive and variable pay programs to assess competitiveness and support program design decisions. • Develop cost-effective compensation solutions and present findings and recommendations to senior HR and, on occasion, support the presentation to business leadership. • Complete and submit relevant compensation surveys; maintain documentation of survey participation and outcomes. • Coordinate with external consultants and vendors on specialized surveys or custom market studies. • Support budgeting and forecasting for compensation survey participation and related expenses. • Support the design, execution, and governance of annual compensation cycles, including performance reviews, merit increases, and related approval workflows. • Analyze outcomes of annual programs to assess effectiveness, equity, and alignment with pay-for-performance principles. • Provide guidance to HR partners and managers on compensation guidelines, program mechanics, and decision-making. • Support the design, administration, and annual execution of variable pay and incentive programs, including data validation, modeling, and payout analysis. • Partner with HR, Finance, and business leaders to ensure incentive outcomes align with plan design, performance results, and governance guidelines. • Analyze incentive plan effectiveness and provide recommendations to improve alignment with pay-for-performance objectives. • Conduct periodic pay equity analyses to identify disparities, assess root causes, and develop recommendations to address gaps while balancing legal, financial, and organizational considerations. • Monitor and support compliance with compensation-related legislation, including pay transparency laws, minimum wage and minimum exempt salary requirements, federal contractor provisions, and other applicable regulations. • Partner with Legal, HR, and leadership to ensure compensation programs, structures, and practices align with evolving regulatory requirements and internal equity standards. • Partner with HRIS & HR Ops, plus Payroll/Finance as applicable, to ensure accuracy and integrity of compensation-related data in the system of record. • Serve as a compensation subject matter expert on pay programs for HR system implementations or enhancements impacting. • Identify opportunities for automation and process improvements within compensation administration. • Support system configuration, data flows, and reporting related to variable pay and incentive plan administration. • Review and recommend updates to compensation policies, procedures, and guidelines to ensure clarity, compliance, and scalability- for US and international markets where the company operates. • Act as a trusted advisor to managers and HR colleagues on compensation decisions and policy interpretation. • Develop and deliver compensation-related training and contribute to audit, education, and quality assurance activities.