Compensation Consultant

Position Summary

The Compensation Consultant plays a critical role in ensuring the organization’s compensation programs are competitive, equitable, and aligned with strategic objectives. This role partners closely with line management, HR constituents, and senior leadership to design, implement, and administer compensation strategies that comply with legal and regulatory requirements. The Compensation Consultant also serves as a project lead for a variety of compensation-related initiatives and provides leadership, guidance, and mentorship to compensation analysts.

Key Responsibilities

• Research, design, develop, and implement annual and ad hoc compensation programs, policies, and practices.
• Serve as Project Lead for short- and long-term compensation-related special projects.
• Administer the hospital’s job classification system, including reviewing new and revised job descriptions, auditing roles as needed, recommending classifications, and ensuring compliance with applicable laws.
• Identify and recommend changes to job descriptions and job structures in partnership with line management and HR.
• Administer the hospital’s compensation system, including conducting market surveys and reviewing requests for salary increases, equity adjustments, market adjustments, and new hire rates.
• Prepare, present, and discuss compensation analyses and supporting documentation with managers and HR constituents.
• Develop and analyze employee, demographic, and salary data and reports to support compensation planning, regulatory reporting requirements, and management decision-making.
• Ensure all compensation activities (e.g., FLSA determinations, pay recommendations) comply with federal and state wage-and-hour laws and other applicable regulations.
• Assess, develop, and enhance compensation tools, resources, and systems to improve the effectiveness of the compensation function.
• Collaborate with HR and senior management to develop and implement compensation strategies aligned with organizational goals.
• Supervise and mentor compensation analysts, providing guidance, coaching, and ongoing support.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Mathematics, or a closely related field, or equivalent experience required; Master’s degree preferred.
• Minimum of eight (8) years of progressively responsible experience in compensation.
• Experience in HR data analytics, metrics development, dashboards, and/or predictive analytics; inferential statistics and some HR Generalist or Business Partner experience preferred.
• Strong analytical skills with the ability to collect and interpret data from diverse sources, apply moderately complex mathematical and statistical principles, and develop solutions that span departments or divisions.
• Demonstrated intermediate to advanced proficiency in software applications such as spreadsheets, word processing, presentation tools, and relational databases.
• Highly developed communication skills, with the ability to influence, persuade, and negotiate on complex and sensitive issues.
• Proven planning and time-management skills, with the ability to manage a high volume of competing priorities.
• Working knowledge of federal and state employment laws and regulations, particularly those related to compensation.

The posted pay range is Boston Children’s reasonable and good-faith expectation for this pay at the time of posting.

Any base pay offer provided depends on skills, experience, education, certifications, and a variety of other job-related factors. Base pay is one part of a comprehensive benefits package that includes flexible schedules, affordable health, vision and dental insurance, child care and student loan subsidies, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition and certain License and Certification Reimbursement, cell phone plan discounts and discounted rates on T-passes. Experience the benefits of passion and teamwork.