Senior Compensation Partner

Location: Remote within the United States; an in-person interview may be required during the hiring process.

Salary: USD $101,167–$204,439 per year, with state-specific ranges: $101,167–$204,439 for NJ, NY, WA, HI, AK, MD, CT, RI, MA; $91,970–$185,853 for NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME; $82,773–$167,268 for UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV; and $137,523–$168,083 typical hiring range in CA. Base salary varies by experience, skills, and location.

Company

hirify.global is an insurance company focused on helping people reduce risk and overcome unexpected events.

What you will do

• Partner strategically with assigned business groups, executives, People Business Partners, Talent Acquisition, Finance, and other leaders on compensation decisions.
• Advise on hiring, promotion, transfer, retention, job evaluation, policy interpretation, market benchmarks, internal equity, and budget parameters.
• Lead annual compensation cycles covering performance management, base-pay increases, bonuses, equity, promotions, budgets, and incentive-program administration.
• Configure, test, implement, and improve compensation tools, HRIS processes, documentation, and scalable governance controls.
• Conduct compensation analyses, audits, data reviews, and continuous-improvement projects while protecting confidential information and complying with applicable federal and state requirements, including FLSA standards.
• Coach junior Compensation team members and use approved AI-enabled tools for research, benchmarking, scenario analysis, and manager guidance while validating outputs for accuracy, bias, and fairness.

Requirements

• Bachelor’s degree in Human Resources, Finance, Business, or a related field.
• At least five years of compensation-focused experience, ideally including compensation program design and execution and compensation business partnership.
• Expertise in compensation program design and execution, market benchmarking tools, salary survey participation, and job architecture or leveling frameworks.
• Experience managing compensation programs or cycles end-to-end, including budget modeling, manager enablement, edge-case resolution, and stakeholder rollups.
• Proficiency in financial modeling and data analysis, including building and quality-assuring compensation models in advanced Microsoft Excel or Google Sheets.
• Strong written communication skills and the ability to explain complex compensation concepts and analysis to non-specialist audiences.
• Ability to build trusted relationships, influence stakeholders, and present recommendations to senior leaders and executive audiences.
• Sound judgment, analytical problem-solving skills, ability to manage competing priorities, and integrity when handling confidential information.
• Ability to coach and mentor junior team members, review work, and provide constructive guidance.
• Ability to use AI-enabled tools responsibly, verify outputs, assess bias and fairness, and protect confidential information.

Nice to have

• Certified Compensation Professional designation, progress toward certification, or another relevant compensation or HR certification.
• Seven or more years of progressive Compensation experience advising business leaders and supporting programs in a complex, multi-location, or regulated organization.
• Experience with Radford, Mercer, or similar market-data and benchmarking platforms, plus incentive and equity-based compensation.
• Experience partnering with Finance, Legal, People, or similar G&A functions, or working in a high-growth or rapidly evolving environment.
• Experience creating compensation enablement materials, improving compensation processes, or implementing compensation technology.

Culture & Benefits

• Remote flexibility from anywhere in the United States for most positions.
• Paid vacation, sick time, nine company holidays, and volunteer hours.
• Medical, dental, vision, life, and pet insurance, plus health and wellbeing resources.
• 401(k) retirement savings plan with company match and incentive bonus programs.
• Education assistance, professional and personal development opportunities, promotional opportunities, and a company recognition program.
• Inclusive workplace with diverse perspectives and reasonable accommodations for qualified individuals with disabilities.