AVP Compensation

lplfinancial; Fort Mill (SC); On-site; USD 150,000 - 210,000; Full time

Job summary

LPL Financial is seeking an AVP, Compensation to join the Total Rewards team in Fort Mill, SC. This role acts as a trusted consultant to business and People leaders, translating business needs and market intelligence into practical compensation frameworks that support talent and business outcomes.

As a senior individual contributor, you will lead compensation strategy and delivery for assigned portfolios, shaping governance for job architecture, salary structures, and incentive programs, while

Qualifications

• Bachelor's degree required or equivalent experience.
• Minimum of 8 years of progressive compensation experience.

Responsibilities

• Own compensation strategy and delivery for assigned portfolios.
• Advise business leaders and partners on market competitiveness and equity.
• Translate data and trends into clear recommendations for senior leaders.
• Lead governance for job architecture, salary structures, and incentives.
• Collaborate with HR Operations, Finance, Legal, and others to ensure implementation readiness.

Education

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent experience

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.

We are seeking a strategic and collaborative compensation leader to serve as AVP, Compensation within LPL's Total Rewards team. This role will act as a trusted consultant to business and People leaders, translating business needs, market intelligence, and compensation expertise into practical frameworks and insights that support talent and business outcomes.

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