Senior Principal Compensation Consultant

Job Title: L6 - Senior Principal Compensation Consultant
Location: Oakland, CA
Duration: March 02, 2026 December 31, 2026

OPEN TO LOCAL AND NON-LOCAL CANDIDATES OUTSIDE . MUST BE ABLE TO WORK NORMAL PACIFIC STANDARD HOURS 8:00 AM TO 5 PM. ASSIGNMENT IS REMOTE.

Key Skills
Conduct job evaluation, determining job classification and job levels.
Analyze the impact of new proposed pay structures and work with the broad-based compensation team on alignment with key strategic priorities.
Develop/update compensation policies, standards, procedures and training materials.
Creates presentations to influence change and facilitate effective decision making at the senior leader level.
TOP SKILL SETS LOOKING FOR:
Strong knowledge of compensation terminology, principles and practices.
Strong quantitative and analytical skills
Knowledge of SAP or other HR management systems

Job Description:
Enhancing their job architecture in preparation for the rollout of SAP SuccessFactors. The scope of the project includes:

• Current State Assessment of Non-Bargaining Unit Job Architecture
• Design Career Tracks and Levels Criteria
• Develop job architecture, specifically harmonizing job families and consolidating jobs to prepare for Job Profile Builder implementation
• Propose salary structures with consideration to the future job architecture structure
• Develop a governance framework to provide an outline for sustaining the job architecture
• Draft skills for a single job function and its respective, job families and job profiles

The Principal Compensation Consultant is responsible for managing the business requirements of the new job architecture and integrating the solution into SAP and core business processes in the People Organization. This will entail working closely with the Compensation Department, Human Resources People Partners (HRPPs), HR Functional Leaders, Executive Leadership, cross functional Propel Teams and other external partnerships.

The successful candidate will have significant experience in designing broad-based compensation programs including base pay structure, merit programs, and compensation processes and technology for both represented and non-represented coworker groups. Additionally, the role requires strong written and verbal communication skills and be able to communicate with a wide variety of audiences from senior leaders.

It would be ideal for the role to attend meetings in person at headquarters in Oakland or San Ramon, California, as needed for the team and the work.

Reporting Relationship
The position reports to the Director of HR Technology and Governance

Background Qualifications:
Minimum

• Bachelor s degree in a relevant discipline (e.g., business administration, finance, human resources, industrial organizational psychology) or equivalent experience.
• 12 years of relevant compensation or other human resources experience.
• 10 years of leadership experience

Desired

• Highly experience in designing, implementing and improving compensation systems
• Experience with Regulated Public Companie
• Significant experience in project planning, including defining project objectives and scope, developing comprehensive project plans, resource management, stakeholder engagement/management and change management.
• Certified Compensation Professional (CCP)

Job Responsibilities:

• Evaluates and analyzes job architecture. Partners with clients in creating and maintaining job families and respective job profiles.
• Conduct job evaluation, determining job classification and job levels.
• Analyze the impact of new proposed pay structures and work with the broad-based compensation team on alignment with key strategic priorities.
• May perform market pricing to establish competitive pay ranges for jobs, including market research and ad-hoc benchmarking.
• Develop and maintain mapping of employees to new job architecture.
• Analyzes large complex data sets/issues, identifies trends/issues, and develops comprehensive and innovative recommendations.
• Designs and audits compensation related information and structures (e.g., pay structures, job maintenance, etc.) in various systems. Identifies and recommends areas for change or standardization.
• Serves as a resource on complex issues and provides training to team.
• May provide compensation consulting to business clients.
• Creates presentations to influence change and facilitate effective decision making at the senior leader level.
• Develop an organization-wide skills framework.
• Develop a processes and protocols for sustaining the newly created job architecture.
• Maintains metrics and dashboards to measure impacts and progress.

Knowledge, Skills, Abilities and (Technical) Competencies

• Strong knowledge of compensation terminology, principles and practices.
• Knowledge of legal compliance related to compensation administration and practices (e.g., Equal Pay Act, Americans with Disabilities, Age Discrimination in Employment Act, and Fair Labor Standards Act).
• Detail orientation.
• Ability to handle confidential information
• Strong quantitative and analytical skills,
• Working knowledge of statistical analysis and financial modeling.
• Ability to interpret complex data and draw conclusions.
• Strong proficiency with Word, Excel (creating and using complex formulas) and Access.
• Knowledge of SAP or other HR management systems.
• Knowledge of effective rewards and performance management principles and practices

Regards,

Dominic Savio