Lead Compensation Consultant - Total Rewards

About this role:

Wells Fargo is seeking a Lead Compensation Consultant to join our Total Rewards Line of Business Compensation Team. This role serves as a key partner to business leaders and HR teams, providing strategic consultation on compensation strategies that support business objectives, drive performance, and ensure market competitiveness. The position plays a key role in designing and managing compensation solutions, advising on complex issues, and partnering with stakeholders to successfully deliver changes to compensation programs and processes to the business, while ensuring alignment with governance and compliance standards.

Key Responsibilities:

• Strategic Partner:

  • Serve as a trusted advisor to business leaders, HR partners, and cross-functional teams by fostering open communication, understanding stakeholder needs, and delivering value-added compensation support.

  • Develop and maintain strong partnerships with HR Business Partners, Recruiters, Finance, Legal, and Total Rewards Communities of Excellence to ensure alignment and consistency in compensation practices

  • Partner with peers across functions to share best practices and consider enterprise impacts of compensation decisions.

• Business Literacy and Analysis:

  • Assess business priorities and analyze compensation data and trends to deliver forward-thinking actionable recommendations to the business that align pay strategies with organizational goals, talent needs and market dynamics in an executive-ready manner.

  • Leverage business knowledge and compensation analysis to influence the design of the job catalog, base pay structures, differentials, and other compensation programs.

• Execution:

  • Support the annual compensation planning cycle, including merit, bonus, and equity planning, ensure readiness of key stakeholders.

  • Conduct market pricing and benchmarking to inform compensation decisions and maintain competitiveness that are in alignment with business priorities.

  • Review compensation in job offers for reasonableness and alignment with company practices and guidelines, influencing the business and talent acquisition partners as necessary to support equitable decisions.

  • Manage readiness activities for the business in relation to enterprise-wide compensation programs and processes changes

  • Lead compensation workstreams for key business changes such as reorganizations, acquisitions, or new initiatives.

  • Ensure business-specific compensation practices comply with internal policies, regulatory requirements, and risk management standards.

  • Communicate complex compensation concepts clearly to non-compensation audiences, including senior leaders.

Required Qualifications:

• 5+ years of Compensation experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education

Desired Qualifications:

• Experience in compensation consulting, total rewards, or human resources business partner space with a focus on business partnership and relationship management

• Excellent communication and interpersonal skills, with the ability to advise senior stakeholders and influence outcomes

• Strong analytical skills with the ability to collect, interpret, and evaluate data to make informed decisions about compensation structures and market competitiveness that align with business need

• Strong understanding of base pay and incentive structures, as well as pay-for-performance strategies

• Advanced skills in managing and leading businesses through change

• Experience supporting line of business leaders with compensation planning and market analysis

• Proficient with compensation tools / Human Resource Information Systems

• Familiarity with external market data sources and benchmarking methodologies

• Knowledge of compensation governance, compliance, and risk management practices

Job Expectations:

• This position is subject to FINRA Background Screening Requirements, including successful completion and clearing of a background check. Internal transfers are subject to compliance with 17 CFR 240.17f-2 of the Securities Exchange Act of 1934 and FINRA Bylaws, Article III, Section 3, which states that Associated Persons should not be subject to statutory disqualification. Successful candidates must also meet ongoing regulatory requirements including additional screening and are required to report certain incidents.

• This position does not offer relo