Principal Compensation Consultant

About Forged Fiber

At Forged Fiber, our mission is bold but simple: deliver fast, reliable, future-proof connectivity that builds the foundation for everything online. As we execute, we believe the right way to do something is the only way. This foundation guides how the company builds, operates, and maintains a state-of-the-art open-access fiber network platform that empowers millions.

Forged Fiber is about more than building a network. It is about people. Every role matters. Every contribution counts. Together, employees create impact through teamwork, trust, and a shared commitment to excellence.

The Role

The Compensation Consultant designs, supports, and administers compensation programs that align with organizational objectives and enables the attraction, retention, and motivation of talent. This role serves as a strategic advisor to business and HR partners, translating business needs into competitive and compliant pay solutions across base pay, incentives, and (where applicable) equity. The position leverages compensation analytics and market insights to drive recommendations, improve programs and processes, and influence leadership decisions

Work Location Remote US Nationwide

The Main Responsibilities

Compensation Strategy & Program Design

• Leads and owns the design, evaluation, and implementation of compensation strategies and programs aligned to organizational goals, including base pay structures, incentive plans, and equity- based approaches (as applicable).
• Define and drive compensation strategy aligned with workforce strategy and market trends.
• Partner with key stakeholders to ensure compensation programs are competitive, scalable, and aligned to talent and workforce needs.
• Contribute to long-term compensation roadmaps and program enhancements based on business priorities and market movement.

Consultative Partnership

• Provide expert consultation to HR and business partners on compensation topics such as pay positioning, salary offers, internal equity, retention actions, and pay decision frameworks.
• Translate complex compensation concepts into clear guidance and recommendations for leaders and stakeholders.
• Influence outcomes through strong stakeholder management, sound judgment, and effective communication.

Analytics, Market Data & Insights

• Analyze compensation data to identify trends, outliers, and opportunities; develop recommendations to optimize pay practices and program effectiveness.
• Develop and oversee advanced financial models, including conducting market research and participate in salary surveys to understand external trends and maintain competitive positioning.
• Prepare leadership-ready analyses and insights that connect compensation recommendations to business outcomes.

Policy, Governance & Compliance

• Ensure compensation practices and decisions align with applicable country, federal, state, and local laws and regulations.
• Own development, interpretation, and documentation of compensation policies, guidelines, and governance practices.
• Identify risk areas and establish controls or process improvements to strengthen compliance and consistency.

Job Architecture & Workforce Alignment (as applicable)

• Lead and influence job alignment, job evaluation, and job pricing efforts to maintain a clear and consistent job structure.
• Partner on organization design initiatives to ensure roles are leveled and priced appropriately within the compensation framework.

Annual Cycles, Project Leadership & Process Improvement

• Lead critical components of enterprise-wide annual compensation processes (e.g., merit planning, incentive planning support, salary review cycles), including tools, communications, and quality controls.
• Lead or contribute to cross-functional compensation projects with strategic autonomy; manage timelines, deliverables, and stakeholder expectations.
• Drive continuous improvement through streamlined processes, improved documentation, and enhanced reporting.

Mentorship & Thought Leadersh