Senior Total Rewards Specialist

Changing lives. Building Careers.
 

Joining us is a chance to do important work that creates change and shapes the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, our colleagues are challenging what’s possible and making headway to innovate new treatment pathways to advance patient outcomes and set new standards of care.

This role reports to the Senior Total Rewards Manager and works in close collaboration with the Total Rewards team, as well as HR and business leaders to ensure effective execution of compensation strategies across the organization.

As a Senior Total Rewards Specialist, you will support the development, administration, and optimization of compensation programs within the organization. You will provide valuable data-driven insights, market benchmarking, and governance to ensure that compensation structures remain competitive and aligned with business objectives. In this role, you will work closely with the Senior Total Rewards Manager and collaborate with various teams, contributing to the consistency, fairness, and equity of the organization’s total rewards strategies.

Compensation Data Analysis & Market Benchmarking:

• Collect and analyze compensation data for salary surveys (e.g., Mercer, WTW).

• Interpret survey results and provide insights to support pay structure decisions, ensuring alignment with market trends and business strategy.

• Ensure internal pay positioning remains competitive and consistent with the external market..

Pay Structure & Compensation Planning:

• Support the refresh and maintenance of pay structures based on market data to maintain competitive pay rates.

• Assist in setting up and maintaining compensation tools for effective compensation planning and tracking.

• Contribute to the administration of annual compensation planning, including merit increases and incentive programs.

• Prepare reports and insights for Total Rewards and HR leadership to assist in decision-making.

Job Architecture & Governance

• Maintain accuracy and consistency in job architecture, including job levels, titles, and salary bands.

• Collaborate with HR and business leaders to ensure that job evaluations align with company strategy and are compliant with internal governance frameworks.

• Ensure compensation policies and practices are applied consistently across the organization.

• Offer Approvals & Compensation Guidance:

• Review and approve compensation offers for lower-level roles, ensuring alignment with internal equity and pay structures.

• Provide analytical support to HR Business Partners and Talent Acquisition regarding pay-related queries, helping maintain consistency across compensation decisions.

HR Analytics & Reporting, Process and System Support:

• Develop total compensation models, reports, and dashboards to assist in compensation decision-making.

• Conduct internal pay audits to ensure compliance with compensation practices and internal equity.

• Ensure data accuracy in HRIS and compensation systems, supporting precise reporting and analysis.

• Collaborate on job evaluations, audits, and compensation-related projects to optimize internal processes.

• Contribute to the streamlining of compensation processes in partnership with HR and HRIS teams.

• Support change management efforts and assist with project-related tasks, ensuring alignment with overall compensation strategies.

• Provide backup support for team members, including working on LTI and other compensation programs as needed.

• Bachelor’s degree in human resources, Business, Finance, or a related field.

• Certified Compensation Professional (CCP) preferred or in progress..

• Global Expertise and Compliance – Ensures programs align with diverse country regulations and business needs.

• Data-Driven Decision Making – Uses analytics and benchmarking to shape effective Total Rewards strategies.

• Cross-Functional Collaboration – Works closely with Finance, HR, Legal, and senior management to implement solutions.

• 3–5 years of experience in compensation analysis, HR analytics, or a related field.

• Strong analytical skills, with proficiency in Excel and compensation tools.

• Experience with HRIS and compensation platforms (e.g., Workday, SAP).

• Knowledge of salary surveys, job evaluation, and market pricing methodologies.