Sr. HRBP, Compensation

JOB PURPOSE The Senior Human Resources Business Partner (Compensation) is responsible for the design, implementation, administration, and continuous improvement of the organization's compensation programs. This role serves as the primary advisor to leadership on compensation strategy, ensuring that pay practices are competitive, equitable, performance-driven, and aligned with the organization's business objectives and talent strategy.

The Sr. HRBP develops and manages key compensation structures and programs, including salary bands, pay grades, compensation philosophy, market benchmarking, merit increases, incentive plans, and rewards and recognition programs. The role partners with business leaders to provide compensation recommendations for hiring, promotions, transfers, and organizational changes while ensuring compliance with company policies and applicable laws and regulations.

Additionally, the Sr. HRBP oversees compensation-related budgets, conducts compensation analyses and pay equity reviews, supports regulatory compliance initiatives, and delivers training and guidance to leaders and employees on compensation philosophy, programs, and practices. This position requires a high degree of business acumen, analytical capability, confidentiality, and ethical stewardship in managing compensation-related decisions and organizational resources.

KEY ACCOUNTABILITIES Design company compensation programs, including salary bands, pay grades, pay philosophy, annual wage surveys, etc. Work with Compensation Consultant (if necessary). Manage company compensation programs and oversee respective budgets. Align performance with compensation programs and partner with management on rewards and recognition programs (merit increases, bonuses).

Conduct disparate treatment analysis. Facilitate compensation-related compliance and regulatory matters. Provide salary recommendations for new hires, transfers, promotions, and demotions. Train the organization on compensation programs. KEY PERFORMANCE INDICATORS Responsible for the development, delivery, and management of MPA's compensation plans.

Ensure programs meet budgetary parameters, maintain market competitiveness, and deliver high service levels. Research, analyze, and recommend emerging compensation practices. Monitor the effectiveness of compensation policies, guidelines, and procedures; recommend revisions and new plans that are cost-effective and aligned with compensation trends and corporate objectives.

Advise management on pay decisions, policy interpretation, guidelines, and job evaluation, including creative compensation-related solutions. Manage administration of direct compensation programs, including executive, exempt, and nonexempt compensation programs. Develop techniques for compiling, preparing, and presenting compensation data.

Ensure compliance with all federal, state, and regulatory standards and laws governing compensation programs. Lead compensation analyses, position classifications, and pay studies for exempt and nonexempt employees. Establish HR metrics and reports to monitor compensation and benefits programs. Participate in compensation surveys, maintain job documentation, and perform job analyses.

Administer deferred compensation, long-term incentives, merit increase planning, bonus programs, and compensation education. Demonstrate expertise in compensation administration, including: WORK SCHEDULE / TRAVEL Work Schedule: 8:00 AM - 5:00 PM Travel: Minimal overnight travel (up to 10%) by land and/or air. MAJOR CHALLENGES AND KEY DECISIONS Requires a high level of independent thinking, problem-solving, and analysis to ensure compliance with federal and state laws and minimize organizational risk.

Requires decisions that support employee motivation, productivity, retention, and a positive employee relations environment.