Lead Compensation Business Partner

The Baldwin Group

. Serve as the primary embedded compensation advisor for assigned business units .

Posted 10/20/2026full-timeRemote • United StatesSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in compensation program design, including base pay structures and incentive plans, while effectively analyzing market data to provide actionable recommendations. Strong communication and stakeholder management skills are essential for influencing business leaders and ensuring compliance with compensation regulations.

Highest-signal resume keywords

Compensation Program DesignPay Equity AnalysisHRIS ProficiencyStakeholder ManagementCertified Compensation Professional (CCP)

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Compensation Program DesignPay Equity AnalysisMarket Pricing MethodologyData AnalysisCompensation Planning

Soft Skills

Analytical ThinkingProblem-SolvingCommunication SkillsOrganizational SkillsProject Management

Tools & Technologies

HRIS PlatformsCompensation Planning ToolsMicrosoft Office SuiteExcelWorkday

Certifications & Qualifications

Certified Compensation Professional (CCP)SHRM Certified Professional (SHRM-CP)

Industry Keywords

Insurance BrokerageFinancial ServicesWage-and-Hour RegulationsPay TransparencyTotal Rewards

About the role

Key responsibilities & impact

Serve as the primary embedded compensation advisor for assigned business units
Provide guidance on pay decisions, including new hire offers, promotions, and internal transfers
Translate compensation philosophy and market data into practical recommendations
Present compensation recommendations and rationale to business-unit leaders
Identify underlying retention, equity, or organizational-design needs behind pay requests
Design and administer base pay structures, incentive plans, and market pricing strategies
Develop pay recommendations for new or evolving roles without established benchmarks
Participate in the design and evolution of firmwide compensation programs and guidelines
Support annual merit, bonus, and equity planning cycles, including modeling, budget guidance, and manager education
Analyze market survey data, pay equity metrics, and workforce trends
Use HRIS and compensation planning tools to model pay scenarios, run cycles, and generate reports
Ensure pay decisions and communications comply with applicable compensation regulations
Draft compensation communications, band and offer justifications, and rollout materials
Coach, review, and delegate work to less-experienced compensation and HR colleagues
Partner with Talent Acquisition, HR Business Partners, Finance, and business leaders on compensation, organizational design, workforce planning, analytics, and forecasting
Report progress and recommendations on significant initiatives to senior HR and business leadership
Identify opportunities to improve compensation processes, tools, and guidance materials

Requirements

What you’ll need

Strong knowledge of compensation program design, including base pay structures, incentive plans, and market pricing methodology
Strong knowledge of pay equity, pay transparency, and wage-and-hour regulatory requirements
Experience advising business leaders directly on compensation decisions in an embedded or business-partner capacity
Proficiency with HRIS and compensation planning or market-pricing tools
Knowledge of insurance brokerage or financial services compensation practices preferred
Ability to analyze data and translate findings into clear, actionable recommendations for non-technical audiences
Strong analytical, critical-thinking, and problem-solving capabilities
Excellent communication and stakeholder management skills, including the ability to influence senior business leaders
Strong organizational and project management skills
Commitment to confidentiality, discretion, and sound judgment when handling sensitive pay information
Bachelor's degree in human resources, business administration, finance, or a related field required; equivalent combination of education and experience considered
6-8 years of progressive experience in compensation, total rewards, or a related human resources discipline required
Experience serving as a compensation advisor or business partner to business-unit leaders preferred
Professional certification such as Certified Compensation Professional (CCP) or SHRM Certified Professional (SHRM-CP) preferred
Experience within insurance brokerage or another regulated financial services industry preferred
Proficiency in Microsoft Office Suite, particularly Excel, and experience with HRIS platforms such as Workday required
Ability to travel occasionally, up to approximately 10%, preferred

Benefits

Comp & perks

Equal employment opportunity and compliance with anti-discrimination laws
Reasonable accommodations for medical or religious reasons
Occasional travel support for business-unit and leadership engagement (up to approximately 10%)