AVP Compensation

LPL Financial; Fort Mill (SC); On-site; USD 109,000 - 182,000; Full time

Benefits offered by this job

401K matching

Health benefits

Employee stock options

Paid time off

Volunteer time off

Job summary

LPL Financial is seeking an AVP, Compensation to lead strategy, governance, and delivery of broad-based compensation programs for assigned business areas. This executive role partners with business leaders and People Business Partners to translate priorities into competitive, equitable compensation solutions.

The role requires advanced compensation expertise, financial rigor, and the ability to influence across a matrixed organization while managing risk and program outcomes.

Qualifications

• Bachelor's degree in HR, business, finance, economics, or related field.

Responsibilities

• Own the compensation strategy and delivery for assigned business areas or portfolios.

Skills

Broad-based compensation expertise

Market pricing & job evaluation

Data analysis & financial modeling

Communication to exec audiences

Excel & PowerPoint proficiency

Influence without authority

Education

Bachelor's degree in HR/Business/Finance/Economics

Certified Compensation Professional designation (pref.)

Tools

Workday

MarketPay

Microsoft Excel

PowerPoint

Job description

Where Ambition Meets Innovation

Build a career that matches all your initiative with an impressive dose of innovation. From cutting-edge resources and a collaborative environment to the freedom to make an impact and more, you’ll find the ingredients you need at LPL Financial to shape your success while helping clients pursue their financial goals.

Job Overview

The AVP, Compensation is a senior individual contributor responsible for providing strategic compensation consulting and leading compensation strategy and delivery for assigned business areas. Operating with minimal oversight, the role serves as the primary compensation advisor to business leaders and People Business Partners, translating business, talent, and workforce priorities into compensation solutions that are competitive, equitable, scalable, financially responsible, and aligned with LPL’s compensation philosophy.

This role combines advanced compensation expertise, business acumen, analytical rigor, and consultative influence. The AVP independently leads complex compensation initiatives, shapes frameworks and governance, delivers decision-ready insights, and is accountable for implementation quality, risk management, stakeholder adoption, and measurable program outcomes.

Responsibilities

• Own the compensation strategy and delivery for assigned business areas or compensation portfolios, building a deep understanding of business strategy, talent priorities, workforce dynamics, and organizational challenges.
• Serve as the primary compensation advisor to business leaders and People Business Partners, independently assessing complex needs and recommending solutions that balance market competitiveness, internal equity, affordability, risk, and business impact.
• Translate compensation data, market intelligence, and workforce trends into clear options, trade-offs, and decision-ready recommendations for senior leaders.
• Establish, apply, and continuously improve compensation frameworks and governance for job architecture, career levels, salary structures, pay positioning, incentive opportunities, and compensation decisions.
• Exercise independent judgment on complex compensation matters involving new hires, promotions, retention actions, reorganizations, and other talent events; resolve issues within established authority and elevate enterprise-level decisions appropriately.
• Lead the design, implementation, and ongoing management of assigned broad-based compensation programs, policies, and practices from initial strategy through execution and evaluation.
• Lead assigned components of annual compensation processes, including merit and incentive planning, market benchmarking, guidance, communications, training, testing, issue resolution, and post‑cycle evaluation.
• Direct market pricing, benchmarking, and job evaluation activities for assigned portfolios; identify trends, gaps, and emerging risks and determine appropriate actions.
• Analyze compensation and workforce data to identify patterns, outliers, and opportunities; define success measures and provide insights on program effectiveness, cost, risk, and business outcomes.
• Lead cross‑functional delivery with HR Operations, HR Technology, Finance, Legal, and other stakeholders by defining requirements, establishing controls, ensuring implementation readiness, and driving effective stakeholder and employee adoption.
• Develop and govern tools, frameworks, communications, and leader education that strengthen compensation capability and drive consistent application of LPL’s compensation philosophy.
• Lead complex, cross‑functional initiatives involving program design, cost analysis, process improvement, change management, compensation integration, and enterprise transformation, managing dependencies and outcomes with minimal oversight.
• Monitor external compensation practices and regulatory developments, anticipate implications for LPL, and recommend proactive changes to frameworks, programs, and governance.

What are we looking for?

We’re looking for strong collaborators who deliver exceptional client experiences and thrive in fast-paced, team-oriented environments. Our ideal candidates pursue greatness, act with integrity, and are driven to help our clients succeed. We value those who embrace creativity, continuous improvement, and contribute to a culture where we win together and create and share joy in our work.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent experience.
• Minimum of 8 years of progressive compensation experience, including ownership of complex compensation portfolios, programs, or initiatives and significant experience advising business, People, and senior leaders.
• Advanced expertise in broad-based compensation frameworks, market pricing, salary structures, incentive design, job evaluation, governance, and pay decision support.
• Proven ability to operate with minimal oversight, connect compensation strategy to business and talent priorities, influence decisions without direct authority, and take accountability for implementation and outcomes.
• Strong analytical and financial modeling skills, with the ability to evaluate complex data, identify meaningful insights, assess trade‑offs, and develop clear recommendations.
• Excellent written and verbal communication skills, including the ability to simplify technical concepts and tailor messages for business, HR, and executive audiences.
• Demonstrated success leading multiple complex priorities in a fast‑paced, matrixed environment, including navigating ambiguity, managing dependencies, and driving cross‑functional execution.
• Advanced proficiency in Microsoft Excel and PowerPoint.

Core Competencies

• Compensation Analysis & Administration: Oversees accurate, consistent compensation practices for assigned portfolios and resolves complex issues using sound judgment and established governance.
• Market Pricing & Job Evaluation: Leads complex market pricing and job evaluation decisions, identifies portfolio trends and risks, and ensures consistent application of job architecture and pay frameworks.
• Compensation Program & Plan Design: Owns or materially shapes compensation programs and frameworks, translating strategy into scalable design, implementation, and measurable outcomes.
• Compensation Governance & Risk: Establishes and strengthens controls, evaluates regulatory and business risk, and promotes consistent, defensible compensation decisions.
• Compensation Analytics & Insights: Transforms complex compensation, workforce, and financial data into decision-ready insights and measures program effectiveness, cost, risk, and business impact.
• Compensation Consultation & Influence: Serves as a trusted advisor, challenges constructively, and builds alignment with senior stakeholders to advance sound compensation decisions without relying on formal authority.
• Financial & Business Acumen: Connects compensation decisions to business strategy, workforce priorities, affordability, and financial outcomes to recommend practical, sustainable solutions.

Preferences

• Certified Compensation Professional designation, completed or in progress.
• Experience with Workday and compensation market‑pricing platforms such as MarketPay.
• Experience in financial services or another complex, highly regulated industry.
• Experience supporting compensation integration, job architecture, or enterprise transformation initiatives.

Pay Range

$109,180.00 - $181,898.00

Actual base salary varies based on factors, including but not limited to, relevant skill, prior experience, education, base salary of internal peers, demonstrated performance, and geographic location.

Additionally, LPL Total Rewards package is highly competitive, designed to support your success at work, at home, and at play – such as 401K matching, health benefits, employee stock options, paid time off, volunteer time off, and more.

• 401K matching
• health benefits
• employee stock options
• paid time off
• volunteer time off
• and more

Company Overview

LPL Financial Holdings Inc. (Nasdaq: LPLA) is among the fastest growing wealth management firms in the U.S. As a leader in the financial advisor‑mediated marketplace(6) , LPL supports over 32,000 financial advisors and the wealth management practices of approximately 1,100 financial institutions, servicing and custodying approximately $2.3 trillion in brokerage and advisory assets on behalf of approximately 8 million Americans. The firm provides a wide range of advisor affiliation models, investment solutions, fintech tools and practice management services, ensuring that advisors and institutions have the flexibility to choose the business model, services, and technology resources they need to run thriving businesses. For further information about LPL, please visit www.lpl.com.

At LPL, independence means that advisors and institution leaders have the freedom they deserve to choose the business model, services, and technology resources that allow them to run a thriving business. They have the flexibility to do business their way. And they have the freedom to manage their client relationships, because they know their clients best. Simply put, we take care of our advisors and institutions, so they can take care of their clients.

For further information about LPL, please visit www.lpl.com.

Information on Interviews

LPL will only communicate with a job applicant directly from an @lplfinancial.com email address and will never conduct an interview online or in a chatroom forum. During an interview, LPL will not request any form of payment from the applicant, or information regarding an applicant’s bank or credit card. Should you have any questions regarding the application process, please contact LPL’s Human Resources Solutions Center at [phone].

EOE.

EAC 5.19.26