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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Senior Compensation Partner- AI Enablement & Integration - **Company:** Western Governors University - **Location:** Salt Lake City, UT, United States - **Experience:** Expert - **Salary:** $123,000 - $190,700 - **Contract:** Permanent contract - **Skills:** Agile Methodology, Artificial Intelligence, Business Analytics Applications, Data Analysis, Data Integrity, Human Resources Information System (HRIS), HR Analytics, Program Design Languages, Prompt Engineering, Data Analytics, Active Optical Networks, Claude, Workday - **Published:** November 7, 2026 - **Apply:** https://wgu.wd5.myworkdayjobs.com/External/job/Salt-Lake-City-UT/Senior-Compensation-Partner--AI-Enablement---Integration_JR-026555 ## About the Role * Expert knowledge of compensation strategy, program design, market pricing, job architecture, and Total Rewards principles. * Expertise in leveraging artificial intelligence, automation, and compensation intelligence solutions to enhance analytics, decision-making, workflow efficiency, and stakeholder experience. * Advanced expertise in compensation analytics, modeling, workforce planning, and translating complex data into executive-level insights and recommendations. * Strong business acumen with a proven ability to influence senior leaders and align compensation strategies with organizational objectives. * Deep understanding of compensation governance, regulatory compliance, pay transparency, and pay equity practices. * Demonstrated ability to lead complex initiatives, navigate ambiguity, and drive organizational change in dynamic environments. * Excellent communication, presentation, consulting, and storytelling skills with executive audiences. * Strong project leadership and proficiency with HRIS and compensation technologies, including Workday and analytics platforms., * Bachelor's degree in a science, business, or other related field., * 12 years of relevant analytical experience, with at least 5 years in Compensation, People & Talent Analytics, Business Intelligence, HRIS Analytics or closely related work. * Demonstrated experience leading enterprise-wide compensation initiatives and advising senior leadership. * Experience with compensation tools and market data sources (e.g., Radford-Aon, Mercer-Marsh, Towers, CUPA-HR). Experience in Lieu of Education Equivalent relevant experience performing the essential functions of this job may substitute for education degree requirements. Generally, equivalent relevant experience is defined as 1 year of experience for 1 year of education and is the discretion of the hiring manager., * Master's degree in a related field. * Certified Compensation Professional (CCP). * Experience in executive, sales, and/or global compensation. * Experience with Workday or other HRIS. * Project management certification (PMP, Agile, etc.). * Experience designing and implementing AI-enabled compensation, workforce analytics, or Total Rewards solutions. * Claude certifications or equivalent AI and prompt engineering credentials. * Experience leading AI adoption, governance, or workflow transformation initiatives within Human Resources, Compensation, or Total Rewards functions. ## Description The Senior Compensation Partner serves as a key consultant and subject matter expert across all aspects of global compensation programs. This role provides advanced, enterprise-level consulting and analytical expertise to drive critical business decisions related to attracting, retaining, and rewarding talent. This unique role serves as a key driver in the evolution of Compensation Intelligence, leveraging advanced analytics, artificial intelligence, and emerging AI technologies to transform compensation strategy, enhance decision quality, and create scalable, data-driven solutions that improve workforce and business outcomes. This position blends deep technical compensation expertise with strong business acumen and cross-functional partnership. The Senior Compensation Partner helps lead the design, and evolution of tech-enabled compensation strategies, programs, and frameworks across the organization. This role is critical in executing the organization's compensation philosophy and driving large-scale tech-enhanced initiatives, ensuring alignment with market competitiveness, internal equity, regulatory requirements, and business strategy. The Senior Compensation Partner partners directly with leaders to influence outcomes and establish Total Rewards as a strategic differentiator., * Leads the team in advancement of compensation intelligence capabilities, leveraging data, automation, artificial intelligence, and predictive analytics to enhance decision-making, improve efficiency, and strengthen strategic workforce planning. * Advises leader and team on emerging technologies and AI-enabled approaches that improve compensation analysis, workforce insights, scenario modeling, and decision quality. * Serves as a trusted advisor to leaders and stakeholders on complex compensation matters, including offers, retention strategies, organizational design impacts, and high-risk pay decisions. * Executes on the continuous evolution of the organization's compensation philosophy, strategy, and frameworks to align with long-term business objectives. * Influences enterprise decision-making through data-driven insights, scenario modeling, and risk assessment related to compensation programs., * Oversees the design and refinement of salary structures, incentive plans, and pay-for-performance frameworks. * Drives innovation in compensation design, incorporating emerging trends, tools, and technologies. * Evaluates, pilots, and integrates emerging technologies, including AI-enabled tools such as Claude, to streamline compensation processes, improve scalability, and enhance the quality and consistency of compensation recommendations. * Develops and maintains compensation workflows, methodologies, and governance standards that leverage AI-assisted solutions while ensuring appropriate oversight, data integrity, and compliance. Job Architecture & Governance * Provides strategic oversight of job architecture, including job leveling frameworks, titling standards, and job evaluation methodologies. * Leads enterprise-wide initiatives to evolve job structure and ensure alignment with governance standards and organizational needs. * Establishes and enforces compensation governance practices to ensure consistency, transparency, and compliance., * Leads complex market benchmarking, modeling, and predictive analytics to inform compensation strategy. * Utilizes AI-assisted analytics and modeling tools to accelerate complex compensation analyses, identify emerging workforce trends, and support proactive decision-making. * Translates market data, internal equity analysis, and business context into actionable executive-level recommendations. * Identifies trends and emerging risks in compensation (market, regulatory, workforce) and develops proactive solutions. * Designs and implements advanced compensation intelligence solutions that synthesize market data, internal workforce trends, pay equity analyses, and organizational metrics into actionable insights for leaders. Compensation Cycles & Planning * Leads the annual compensation planning process, including merit, promotion, and incentive cycles, providing strategic direction on budgets, modeling, and distribution. * Advises leadership on allocation strategies and trade-offs to optimize outcomes across the organization. Compliance & Risk Management * Ensures compliance with federal, state, and international compensation regulations (e.g., FLSA, pay transparency laws). * Leads pay equity analyses and remediation strategies with a strong focus on internal fairness and compliance., * Develops and delivers executive-level communication and education on compensation philosophy, programs, and decisions. * Creates tools, frameworks, and guidance to enable consistent compensation decision-making across leaders and HR partners. * Serves as a thought leader in the responsible application of artificial intelligence within compensation, educating stakeholders on best practices, governance standards, and opportunities to improve business outcomes. * Develops AI tools, agents, prompts, frameworks, and knowledge resources that enable Compensation, HR, and business leaders to effectively leverage AI-enabled compensation insights. Team Leadership & Influence * Provides mentorship, guidance, and technical leadership to compensation team members. * Elevates team capability through knowledge sharing and best practice development. * Leads large-scale, cross-functional compensation initiatives (e.g., job architecture transformation, pay equity studies, program redesigns). * Champions the adoption of AI-enabled compensation practices and drives organizational capability building related to compensation intelligence, analytics, and workflow automation. * Provides leadership and mentorship on the effective use of Claude and other emerging technologies to improve team productivity, analytical rigor, and strategic impact. Other * Stays current on advanced compensation trends, technologies (including AI applications), and best practices. * Performs other job-related duties as assigned., This position requires occasional travel of up to 20%, including required attendance at designated company summits (typically one to two per year). Additional travel may include conferences, visits to company locations, and other business-related events as needed. Additional travel may be assigned as needed to support business requirements.