Microsoft Compensation & Benefits Consultant 

United States 

445510996

The Compensation and Benefits Consultant requires a consultant with business acumen and change management skills, as well as knowledge of compensation principles and methods, and budgeting techniques. The role requires a high level of collaboration, relationship-building skills, as well as influencing partners and clients. The role will partner beyond HR Business Partners, and will need to build relationships with partners such as Finance, CELA (Corporate, External, & Legal Affairs), Procurement and many others.

• Bachelor's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 4+ years experience in compensation, data analytics, human resources, finance, business, or related field
  • OR Master's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 3+ years experience in compensation, data analytics, human resources, finance, business, or related field
  • OR equivalent experience.

• Bachelor's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 8+ years experience in compensation, data analytics, human resources, finance, business, or related field
  • OR Master's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 6+ years experience in compensation, data analytics, human resources, finance, business, or related field
  • OR equivalent experience.
• 2+ years project management experience.
• 2+ years compensation program design experience.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:Microsoft will accept applications for the role until September 19, 2024.

Supplier Selection & Management

• Establishes guidelines and standards for supplier selection, contracting, and on-boarding in global compensation programs.
• Advises and identifies opportunities to leverage the existing vendor base by setting strategy, directing execution, and managing key relationships.
• Manages and approves large-scale supplier selection as appropriate; identifies suppliers and oversees screening processes for the organization.

Program Design and Adaptation

• Drives and oversees broad program design and adaptation by guiding teams to build and communicate business cases for new or changing compensation programs (e.g., promotions, stock awards, base pay, recognition, in-business programs), leading the acceptance of the overall costs, principles, and impact of proposed changes with senior executives in partnership with HRBP, and creating company-wide communication strategies.
• Develops and advocates a compelling, long-term vision and strategy for the design and adaptation of compensation programs; leads the evaluation of current compensation programs and ensure their alignment with business needs.
• Oversees and influences process for analyses (e.g., job evaluations, job classifications/job matching, total compensation analysis) using market data and internal/external measures such as surveys and polls; designs internal compensation analysis tools using knowledge of business needs and industry trends.
• Coordinates compensation strategy with Microsoft's organizational objectives and company plan performance; anticipates and considers business needs while ensuring cross-program alignment; in partnership with HRBP, gains support from senior leadership for complex, company-wide or large regional in-business (e.g., across a profession with complex pay structure) compensation programs by identifying resources required and applying best practices.

Program Management

• Acts as leading expert, both company-wide and across the industry, for major compensation programs (e.g., Go-to-Market, Engineering professions); evaluates compensation processes and impact of new compensation models; translates program effectiveness (e.g., participation, attrition impact) to stakeholders in partnership with HRBP, and ensures that outcomes are aligned with broader organizational goals and cross-program objectives.
• Defines strategy and philosophy for establishing compensation guidelines aligned with market competitiveness and global business strategy; advises HRBP on how to apply company policies and procedures to execute compensation processes and practices; identifies control measures and governance needs, and guides teams to design and adhere to governance and compliance processes.
• Oversees the development and management of complex, high-risk projects by collaborating with internal and external partners and providing compensation consulting to leadership to inform major decisions and planning; evaluates the effectiveness and business impact of compensation programs and processes.
• Leads the implementation of short- and long-term compensation solutions leveraging understanding of business objectives and challenges; presents solutions to executive leadership to gain buy-in in partnership with HRBP.

Compensation Education & Consultation

• Independently handles the most complex compensation questions (e.g., Tier IV escalations) from internal executive clients (e.g., Senior leadership team) and delivers solutions, often in ambiguous or unusual circumstances; analyzes patterns of issues to assess future needs; coaches internal partners on compensation-related decisions, including implications and mitigation strategies.
• Consults with internal partners on escalated and/or highly critical situations in which customized solutions (e.g., retention, competitive offers) may be necessary; creates solutions and advises HRBP on customized compensation design and implementation as appropriate.
• Develops onboarding and training materials to educate others on compensation programs, policies, practices, and customized compensation solutions; may deliver training on specific compensation programs/processes to high-level audiences across the organization by leveraging deep program expertise.

Program Implementation

• Coaches and suggests modifications to company-wide implementation plans for compensation; ensures cross-program implementation and integration with existing Rhythm of Business (ROB, or performance and development cycle); provides guidance and supports key activities that are led by HRBP (e.g., quote attainment analysis, plan communication, special stock, rewards, annual compensation activities).
• Acts as a company-wide expert and thought leader across an entire domain in compensation program implementation; advises leadership on unusually complex, risky, and critical issues; leads or participates in key phases of the process (e.g., annual salary planning).
• Leads interactions and sponsors proactive outreach initiatives with internal and external advisors (e.g., Legal, Diversity & Inclusion, external survey vendors) to anticipate implications of compensation change and readiness plans; synthesizes and incorporates a variety of complex and/or conflicting guidance from advisors to implement programs within appropriate parameters.

Other

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