About Lumen
Lumen connects the world. We are igniting business growth by connecting people, data and applications – quickly, securely, and effortlessly. Together, we are building a culture and company from the people up – committed to teamwork, trust and transparency. People power progress. We’re invested in providing the flexibility you need to thrive and deliver lasting impact. Apply now to continue digitally connecting the world and shaping the future.
The Role
The Senior Lead Compensation Consultant focuses on compensation consulting in the Compensation Center of Excellence supporting various business units within Lumen. Specialized consulting level professional with expert knowledge of HR Compensation specialty. Develops resolutions to highly complex and often unique compensation problems that require critical thinking and ingenuity. Uses judgment within broadly defined policies and practices. Exerts significant latitude in determining objectives of assignment and is recognized as the SME on compensation. This position contributes to the development and administration of Company policies and procedures for compensation plans to ensure equity for all employees, compliance with federal and state legal requirements and Company objectives and profitability.
Location
This is a remote opportunity open to candidates located anywhere in the U.S.
The Main Responsibilities
- Serve as the compensation subject matter expert; provide justification for compensation decisions using data combined with a deep understanding and knowledge of compensation industry standards.
- Mentors/oversees the work of Lead Compensation Analyst and handles escalations of more complex issues from this role as required.
- Provide training to managers on compensation philosophy, theory, processes, structures, and compensation administration, using well-developed presentation skills and compensation expertise to facilitate discussions and adapt training/messaging to target audience.
- Consult with business leaders in areas such as job classification, incentive compensation and salary administration programs. Provide guidance and direction on complex or unusual situations and policy interpretations.
- Research and create recommendations on external and internal employment offers, job leveling, and internal equity adjustments, using market data and internal compensation information
- Provide business leaders and People Strategists compensation support offering creative solutions to compensation-related challenges.
- Serves as a consultant to the organization from an education, market benchmarking, reporting and analytical perspective
- Partners with talent acquisition and HR partners to ensure accurate job documentation, salary market competitiveness and internal equity for Company
- Partner in administering annual compensation programs including short-term and long-term incentive plans. Ensure compliance with all finance, tax and legal requirements.
- Leads cross-functional projects, representing the Compensation team; Develop and conduct presentations for leaders at the executive level
What We Look For in a Candidate
- 8+ years of progressive HR experience with 5+ in compensation administration or consulting.
- Advanced knowledge of compensation theories, principles, programs, trends and best practices
- Advanced level Excel skills
- International compensation experience preferred.
- CP preferred
Compensation
The starting salary for this role differs based on the employee's primary work location. Employees typically do not start at the top of the range, though compensation depends on each individual's qualifications.
Location Based Pay Ranges
$94,420 - $125,890 in these states: AR, ID, KY, LA, ME, MS, NE, SC, and SD.
$99,390 - $132,510 in these states: AZ, AL, FL, GA, IN, IA, KS, MO, MT, NM, ND, OH, OK, PA, TN, UT, VT, WV, WI, and WY.
$104,360 - $139,140 in these states: CO, HI, MI, MN, NV, NH, NC, OR, and RI.
$109,330 - $145,770 in these states: AK, CA, CT, DE, DC, IL, MD, MA, NJ, NY, TX, VA, and WA.
As with the pay range variety that's based on the region of a country, specific offers are determined by various factors such as experience, education, skills, certifications and other business needs.
Legal Statements
In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.
Requisition #: 335525
Background Screening
If you are selected for a position, there will be a background screen, which may include checks for criminal records and/or motor vehicle reports and/or drug screening, depending on the position requirements. For more information on these checks, please refer to the Post Offer section of our FAQ page. Job-related concerns identified during the background screening may disqualify you from the new position or your current role. Background results will be evaluated on a case-by-case basis.
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Equal Employment Opportunities
We are committed to providing equal employment opportunities to all persons regardless of race, color, ancestry, citizenship, national origin, religion, veteran status, disability, genetic characteristic or information, age, gender, sexual orientation, gender identity, gender expression, marital status, family status, pregnancy, or other legally protected status (collectively, “protected statuses”). We do not tolerate unlawful discrimination in any employment decisions, including recruiting, hiring, compensation, promotion, benefits, discipline, termination, job assignments or training.
Disclaimer
The job responsibilities described above indicate the general nature and level of work performed by employees within this classification. It is not intended to include a comprehensive inventory of all duties and responsibilities for this job. Job duties and responsibilities are subject to change based on evolving business needs and conditions.
