Senior Compensation Partner

Solidigm•Rancho Cordova, CA

1d•Hybrid

About The Position

The Senior Compensation Partner plays a key role in supporting the global compensation strategy and operations. Reporting to the Total Rewards leader, this role is responsible for analyzing and evaluating compensation programs, providing data-driven insights, and ensuring the competitiveness of the company's compensation offerings. The Senior Compensation Partner will have a strategic role in the design, implementation, and administration of broad-based, short term, and long-term compensation programs for Solidigm’s global workforce. They will work closely with HR, HRIS, HRIT and Finance functions to drive operational excellence while effectively executing compensation initiatives.

Requirements

Education: Bachelor’s degree in HR, Business Administration, Finance, or a related field required
Experience: 8+ years of experience in compensation analysis or a related role, with a solid understanding of compensation practices and program administration
Experience with Workday HCM and Advanced Compensation required including: Set up and maintenance of compensation structures: updating job families, job profiles, compensation grade profiles, merit plans, bonus plans, stock plans, eligibility rules, proration, and audit reports Leading compensation reviews: merit task, scorecards, analyzing compensation data, and design reports for leadership Leveraging Workday dashboards and analytics to design detailed reports on compensation analysis, budgets, program effectiveness, and trends
Proven experience working with compensation data and analytics to provide insights and recommendations to stakeholders
Experience in a global or multinational environment is strongly preferred
Skills and Competencies: Strong knowledge of compensation principles, programs, and tools, including salary structures, incentive plans, and equity compensation Advanced analytical and quantitative skills with the ability to interpret complex data, conduct compensation analysis, and provide actionable insights Strong organizational and project management skills, with the ability to manage multiple tasks and projects in a fast-paced environment High level of accuracy and attention to detail in managing compensation data and processes Ability to collaborate and build strong relationships with HR, Payroll, and other key stakeholders Strong written and verbal communication skills, with the ability to present complex compensation data in a clear and concise manner Experience and confidence in developing compensation salary range structures Advanced Excel modeling skills for dashboards, dynamic tools, statistical/data analysis, and reporting Exceptional quantitative and analytical skills with a commitment to accuracy and details Ability to analyze and interpret global compensation data, draw insights and conclusions, and make recommendations to senior leaders Experience administering global equity plans that include RSUs Proficiency in compensation-related tools and systems, including Excel (advanced level), compensation software, and HRIS platforms (e.g., Workday) Familiarity with global compensation trends and regulatory requirements, with the ability to apply this knowledge in a multinational context Strong problem-solving skills, capable of solving compensation-related challenges Ability to work effectively within a team and contribute to broader projects and initiatives Strong customer service orientation, with a commitment to delivering high-quality compensation support and solutions to internal stakeholders
Language Requirements: Proficiency in English (both written and verbal) is required
Additional Requirements: Adherence to ethical standards and confidentiality in handling sensitive candidate and company information Commitment to staying updated with industry trends and best practices to continually improve recruitment processes and outcomes

Nice To Haves

Advanced degree or certification (e.g., CCP, PHR/SPHR/GPHR, SHRM-CP/SCP or similar) is a plus
Workday certification in Advanced Compensation preferred

Responsibilities

Partner with HRIS, and HRIT teams to implement technology strategies, improve data integrity, and enhance total rewards systems and tools.
Lead the administration, testing and rollout of the reward cycles, including merit, bonus and equity programs
Lead the ongoing maintenance and creation of Job Families, Job Profiles and Compensation Grade Profiles within Workday as well as compensation plan changes
Prepare detailed reports on compensation budget, expenditure, metrics, program effectiveness and trends
Collaborate with HRIS and HRIT teams on technology strategy, improvements, and enhancements to data integrity and Total Reward systems and tools
Partner with Human Resources Business Partners as well as business leaders with annual job architecture initiatives
Continuously review and identify processes, programs or tools that could benefit from automation or enhancements, proactively take initiative to implement improvements, and work independently to enable greater efficiency and scalability
Partner with the Head of Global Compensation to develop materials for key meetings, Compensation Committee of the Board of Directors as well as preparation of the Proxy tables and the CD&A statement
Monitor and analyze pay equity trends and conduct pay equity assessments to identify areas for improvement, ensuring fairness and compliance with legal requirements
Collaborate with HRBPs and the Talent COE to evaluate job offers, promotions, and compensation packages, ensuring alignment with compensation structures and market data
Assist in compensation-related projects and initiatives, including compensation systems implementation, process improvement, and regulatory compliance efforts
Stay updated on global compensation trends, market practices, and legislative developments to proactively recommend adjustments to compensation programs as needed
Note: Responsibilities may change over time and may be adjusted to meet business needs.