Job Information
POLITICO Senior Compensation Consultant, North America in Arlington, Virginia
Description
POLITICO is seeking an experienced Senior Compensation Consultant to oversee and enhance our compensation strategies across our North America operations.
Based in Arlington, VA, this role will be critical in ensuring our practices align with local labor laws, market trends, and our organizational objectives, while supporting talent attraction, retention, and engagement. As a trusted advisor, the Consultant will provide strategic and operational expertise in the design, implementation, and evaluation of compensation programs, ensuring competitive positioning across the North America region.
What You'll Do:
In coordination with EU operations, design, implement, and manage compensation structures, including salary benchmarking, job grading, and pay scales to align with local market practices
Conduct regular market analyses to ensure the organization remains competitive in attracting and retaining talent
Provide expertise on annual salary reviews, merit increases, and bonus plan administration
Oversee compliance with local and regional labor regulations regarding minimum wages, pay equity, and compensation reporting requirements
Ensure compliance with US and state-specific labor laws, tax regulations, and reporting requirements related to compensation
Maintain and update compensation policies, ensuring they are consistent with best practices and organizational objectives
Serve as the primary point of contact for audits, regulatory filings, and internal reviews related to compensation
Partner with HR, Finance, and leadership teams to align compensation programs with broader business strategies
Provide guidance to managers and employees on compensation policies, practices, and issues
Deliver training and communication materials to employees regarding compensation programs
Process Optimization and Reporting
Streamline compensation processes to enhance efficiency and accuracy
Organize compensation data and enhance reporting and analytical capabilities
Leverage HRIS and other tools to maintain accurate employee data and generate insightful analytics
Prepare reports and presentations for leadership, including recommendations for program improvements
What You'll Need:
Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field; a Master’s degree is preferred
Minimum of 5-7+ years of experience in compensation, with a focus on US markets
Strong knowledge of US labor laws and regulations
Experience with salary benchmarking tools (e.g., Mercer, Korn Ferry, or Radford)
Proven ability to manage multiple projects and stakeholders in a fast-paced, dynamic environment
Excellent analytical and problem-solving skills with a high level of attention to detail
Strong interpersonal and communication skills
Preferred Qualifications:
Certification in Compensation and Benefits (e.g., CCP, GRP, or similar) is a strong advantage
Experience with Workday or similar HRIS platforms
Background in media, publishing, or related industries
We are driven by our values. We are relentless contributors, disruptors of the status quo, collaborators, talent cultivators and DEI stewards. Our culture is defined by grit, total integrity and a prioritization on innovation.
We value our people. Click here (https://www.politico.com/blogs/meet-politico/2017/08/24/faq-241910) for more on what we offer and what it’s like to work for POLITICO.
Let’s keep in touch. You can view our list of open positions here (https://recruiting.ultipro.com/PER1013PCLL/JobBoard/b972ff6a-41b7-4e97-9c71-273c2595c77d/?q=&o=postedDateDesc) and email us careers@politico.com. We hope to see your application soon!
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)