Strategic Compensation Architect

Aon plc

Northern (KY)

Hybrid

USD 140,000 - 170,000

Full time

3 days ago

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Benefits offered by this job

PTO & paid holidays

401(k) match

Discount programs

Health & wellness programs

Job summary

Wealthspire Advisors LLC is seeking a strategic and hands-on Compensation Manager to design, execute, and govern compensation programs across the firm. You will partner with HR and business leaders to ensure competitive, equitable, and data-driven pay practices that support growth and talent strategy.

The role covers end-to-end annual merit, bonus, and promotion cycles, market benchmarking, pay equity analyses, and governance.

Qualifications

Bachelor’s degree in HR, Finance, Business, or related field preferred.
10+ years of compensation experience with ownership of cycles.
Experience designing salary structures and incentive programs.
Strong Excel and data modeling capabilities.
Experience with Workday Compensation module or similar HRIS.
Knowledge of payroll processes and compliance requirements.
Ability to operate independently while influencing senior stakeholders.
Experience with pay equity and internal compression analyses.

Responsibilities

Own compensation strategy and program design.
Design and refine compensation structures including base pay, incentive plans, and special pay arrangements.
Develop salary structures, pay grades, and job architecture frameworks.
Conduct market benchmarking and external salary survey analysis to ensure competitiveness and alignment with business strategy.
Evaluate and recommend enhancements to compensation programs based on workforce trends, market conditions, and organizational growth.
Own the end-to-end annual merit, bonus, and promotion cycles — including planning, modeling, budgeting, system configuration (Workday), manager enablement, and final approvals.
Develop compensation modeling scenarios and provide executive-ready analytics and recommendations.
Ensure timely and accurate implementation of approved changes within HRIS and payroll systems.
Partner with Finance on budget alignment and accrual forecasting.
Conduct internal equity analyses to prevent compression and ensure fairness across functions and levels.
Analyze compensation data to identify disparities, trends, and risk areas; provide data-driven recommendations.
Ensure compliance with federal, state, and local regulations, including pay transparency requirements.
Maintain documentation and governance standards for compensation processes and decisions.
Establish internal controls to mitigate risk and ensure consistency in pay decisions.
Partner with Talent Acquisition and HR Business Partners to evaluate offers, sign-on bonuses, and promotional increases.
Review and approve compensation packages to ensure alignment with internal equity and market positioning.
Provide guidance on job leveling, salary bands, and offer strategy.
Verify compensation-related components of offer letters and ensure accurate system entry.
Partner with Payroll to ensure accurate processing of compensation changes, where applicable.
Review payroll data to validate compensation-related changes prior to final disbursement (e.g, mass merit uploads).
Collaborate with HR and Legal on severance modeling and payment processing.
Develop executive-level reporting and dashboards related to compensation trends, budget utilization, pay equity, and workforce analytics.
Conduct scenario modeling to support workforce planning and strategic decision-making.
Maintain data integrity within Workday and ensure alignment between HRIS and payroll systems.
Identify opportunities to streamline compensation workflows and enhance automation within Workday.
Develop SOPs and documentation to ensure consistency and audit readiness.
Stay current on compensation best practices, regulatory changes, and emerging market trends.
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