Sr. Consultant, Compensation

If you’re passionate about becoming a Nationwide associate and believe you have the potential to be something great, let’s talk. At Nationwide®, “on your side” goes beyond just words. Our customers are at the center of everything we do and we’re looking for associates who are passionate about delivering extraordinary care.

About the role

The Sr. Consultant, Compensation will support Property and Casualty (P&C) as well as Nationwide Financial (NF) lines of business. The preferred candidate will be a versatile, relationship-oriented professional with expansive technical skills and understanding of evolving market conditions, committed to providing actionable guidance to help HR and business partners make informed pay decisions and achieve success. This role delivers data-driven recommendations while balancing consistency across Nationwide and follows a hybrid work schedule.

As Senior Consultant in Compensation, you will lead compensation consulting for a large business segment of the company. As a critical partner to Human Resources (HR) business partners and business leadership, you'll own the design, development, and execution of all compensation, variable rewards programs, and initiatives for executives and associates, ensuring alignment with the mission, values, and business strategy.

Responsibilities

• Develops, implements, and manages compensation philosophy and programs for associates and executives.
• Builds and maintains a trusted advisor relationship with HR and leaders to influence and impact compensation outcomes.
• Counsels on pay decisions, incentive plans, compensation practices, and interpretation of policies and guidelines.
• Directs the annual compensation planning process which includes merit process, review, and design of incentive plans.
• Champions an innovative and agile approach to work.
• Guides the decision-making process and outcomes by providing detailed analysis/models, creative/innovative recommendations, and advice to leaders and HR partners.
• Ensures that jobs are appropriately valued based on external market data and internal equity.
• Leads the development and administration of a compensation salary survey database of external wage rates and programs and may participate in salary survey group meetings as needed.
• Develops, delivers, and implements compensation-related communications and initiatives to drive continued education and transparency for all facets of compensation for both HR and business leaders.
• Collaborates with Recruiting to support and guide leaders on compensation-related activities including strategic new hire offers, promotions, etc.
• Recommends offer components including base, short- and long-term incentives, and replacement compensation.
• Elevates the proficiencies of the organization by staying current and sharing knowledge on key trends, as well as networking with compensation professionals in other companies and professional organizations to stay abreast of effective practices and emerging issues.
• Stays up-to-date on current legislation to support compliance with applicable employment-related federal and state statutory requirements regarding employee pay. Presents and discusses these findings with the team and partners.
• Leads sophisticated projects with potential for significant and long-term impact. Authorizes, prioritizes, and leads projects across departments and business units.
• Represents the company on task forces, committees, and project assignments.
• May serve as a member of the Compensation leadership team, providing input to strategy development and planning, and implementing the overall strategy.
• May hire and develop talent, provide consistent mentoring and feedback.
• Performs other responsibilities as assigned.

Qualifications

• Undergraduate studies in areas such as business administration, human resources, and psychology or graduate-level studies in business or industrial psychology.
• Certified Compensation Professional (CCP) designation preferred.
• Ten years of progressively more responsible human resource management responsibility.
• Must have deep experience in one or more HR technical/specialty areas, including six years in a compensation-related field.

Skills

• Sophisticated analytical skills with experience in compensation analysis, crafting and implementing variable compensation programs, completing job evaluations at all levels, administration of market survey and compensation administration, and program impact related to short-term and long-term business results.
• Uses appropriate methods to solve difficult problems with effective solutions, probes all available sources for answers, can see hidden problems, and looks beyond the obvious for viable solutions.
• Consultative and collaboration skills to persuade all levels of leaders, including senior executive officers.
• Strong communication skills, including demonstrated facilitation skills.
• Strong eye for business to proactively assess organizational issues and trends that translate to potential impacts on business.
• Leadership skills, competencies, and experiences may take precedence.

Reporting Relationships

Reports to Associate Vice President; may lead a team of up to three compensation professionals; may also manage others in a matrix reporting relationship.

Working Conditions

• Normal office environment.
• Occasional travel.
• Non-standard or extended work may be required based on project needs.

Benefits

• Medical, dental, and vision insurance.
• Life insurance, short- and long-term disability coverage.
• Paid time off with newly hired associates receiving a minimum of 18 days paid time off each full calendar year (pro-rated quarterly based on hire date).
• Nine paid holidays.
• 8 hours of Lifetime paid time off.
• 8 hours of Unity Day paid time off.
• 401(k) with company match.
• Company-paid pension plan.
• Business casual attire.

Pay

The national salary range for Sr Consultant, Compensation is $138,000.00 - $243,000.00. The expected starting salary range for this role is $138,000.00 - $206,000.00. Placement within the actual starting salary range will be determined by a number of factors including the skills, education, training, credentials, and experience of the candidate; the scope, complexity, and location of the role; and the cost of labor in the market. If a Sales job, sales incentives based on performance goals are possible in addition to this range.

For part-time roles, actual compensation may be prorated based on the number of hours worked relative to a full-time schedule.