Strategic Compensation Leader: Pay, Strategy & Compliance

Forbes; United States; Remote; USD 120,000 - 135,000; Full time

Job summary

Forbes is seeking a Compensation professional to design, implement, and manage compensation programs for ~500 employees across North America, with a smaller presence in the UK and Asia. This role supports senior leadership and reports to the SVP, Total Rewards & HR Technology.

You will lead base salary, incentive programs, and market pricing; ensure compliance; partner with Finance on incentive planning; and drive process improvements using HR systems and analytics.

Qualifications

• Bachelor’s degree in Business, HR, Finance, or related discipline.
• CCP or similar certification preferred.
• Strong influencing capability to drive alignment and outcomes.
• Ability to communicate with managers at all levels and adapt to diverse compensation knowledge.

Responsibilities

• Serve as trusted advisor to HR and senior leadership on compensation strategy and pay decisions.
• Lead design, implementation, and administration of base salary, incentive programs, and compensation processes.
• Conduct market pricing, salary surveys, and benchmarking analyses.
• Ensure compliance with U.S. and international compensation laws, including pay transparency.
• Partner with leadership, HR, and Legal on CBA-related compensation strategy.
• Manage relationships with external compensation vendors and consultants.
• Deliver training and guidance on compensation practices and processes.

Skills

Compensation

Excel

HRIS

Payscale knowledge

Vendor management

Union experience

Education

Bachelor's degree

CCP certification

Tools

Payscale knowledge

HRIS platforms

Job description

Forbes is seeking a Compensation professional to design, implement, and manage compensation programs for ~500 employees across North America, with a smaller presence in the UK and Asia. This role supports senior leadership and reports to the SVP, Total Rewards & HR Technology.

You will lead base salary, incentive programs, and market pricing; ensure compliance; partner with Finance on incentive planning; and drive process improvements using HR systems and analytics.