Lead Compensation Consultant - Technology

Wells Fargo•San Antonio, TX

2d•$119,000 - $206,000•Hybrid

About The Position

About this role: Wells Fargo is seeking a Lead Compensation Consultant to join our Total Rewards Line of Business Compensation Team supporting the Technology Line of Business. This role serves as a key partner to Technology business leaders and HR teams, providing strategic consultation on compensation strategies that support Technology business objectives, drive performance, and ensure market competitiveness. The position plays a key role in designing and managing compensation solutions, advising on complex issues, and partnering with stakeholders to successfully deliver changes to compensation programs and processes to the business, while ensuring alignment with governance and compliance standards. Key Responsibilities: Serve as a trusted advisor to Technology business leaders, HR partners, and cross-functional teams by fostering open communication, understanding stakeholder needs, and delivering value-added compensation support for the Technology organization. Develop and maintain strong partnerships with HR Business Partners, Recruiters, Finance, Legal, and Total Rewards Communities of Excellence to ensure alignment and consistency in compensation practices Partner with peers across functions to share best practices and consider enterprise impacts of compensation decisions. Assess Technology business priorities and analyze compensation data and trends to deliver forward-thinking actionable recommendations to the business that align pay strategies with organizational goals, talent needs and market dynamics in an executive-ready manner. Leverage business knowledge and compensation analysis to influence the design of the job catalog, base pay structures, differentials, and other compensation programs, with a focus on technology job architecture and roles Support the annual compensation planning cycle, including merit, bonus, and equity planning, ensure readiness of key stakeholders. Conduct market pricing and benchmarking to inform compensation decisions and maintain competitiveness that are in alignment with business priorities. Review compensation in job offers for reasonableness and alignment with company practices and guidelines, influencing the business and talent acquisition partners as necessary to support equitable decisions. Manage readiness activities for the business in relation to enterprise-wide compensation programs and processes changes Lead compensation workstreams for key business changes such as reorganizations, acquisitions, or new initiatives. Ensure business-specific compensation practices comply with internal policies, regulatory requirements, and risk management standards. Communicate complex compensation concepts clearly to non-compensation audiences, including senior leaders.

Requirements

5+ years of Compensation experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education

Nice To Haves

Experience in compensation consulting, total rewards, or human resources business partner space, preferably within a technology organization or supporting technology functions, with a focus on business partnership and relationship management
Excellent communication and interpersonal skills, with the ability to advise senior stakeholders and influence outcomes
Strong analytical skills with the ability to collect, interpret, and evaluate data to make informed decisions about compensation structures and market competitiveness that align with business need
Strong understanding of base pay and incentive structures, as well as pay-for-performance strategies
Advanced skills in managing and leading businesses through change
Experience supporting line of business leaders with compensation planning and market analysis, particularly those focused on the technology industry or technology roles.
Proficient with compensation tools / Human Resource Information Systems
Familiarity with external market data sources and benchmarking methodologies
Knowledge of compensation governance, compliance, and risk management practices

Responsibilities

Serve as a trusted advisor to Technology business leaders, HR partners, and cross-functional teams by fostering open communication, understanding stakeholder needs, and delivering value-added compensation support for the Technology organization.
Develop and maintain strong partnerships with HR Business Partners, Recruiters, Finance, Legal, and Total Rewards Communities of Excellence to ensure alignment and consistency in compensation practices
Partner with peers across functions to share best practices and consider enterprise impacts of compensation decisions.
Assess Technology business priorities and analyze compensation data and trends to deliver forward-thinking actionable recommendations to the business that align pay strategies with organizational goals, talent needs and market dynamics in an executive-ready manner.
Leverage business knowledge and compensation analysis to influence the design of the job catalog, base pay structures, differentials, and other compensation programs, with a focus on technology job architecture and roles
Support the annual compensation planning cycle, including merit, bonus, and equity planning, ensure readiness of key stakeholders.
Conduct market pricing and benchmarking to inform compensation decisions and maintain competitiveness that are in alignment with business priorities.
Review compensation in job offers for reasonableness and alignment with company practices and guidelines, influencing the business and talent acquisition partners as necessary to support equitable decisions.
Manage readiness activities for the business in relation to enterprise-wide compensation programs and processes changes
Lead compensation workstreams for key business changes such as reorganizations, acquisitions, or new initiatives.
Ensure business-specific compensation practices comply with internal policies, regulatory requirements, and risk management standards.
Communicate complex compensation concepts clearly to non-compensation audiences, including senior leaders.