Senior Compensation Specialist

The Senior Compensation Specialist at Harbor has a multifaceted role that involves managing compensation data, conducting pay gap analyses, and collaborating with various teams to build and maintain a job architecture. You'll also perform market analysis and participate in salary surveys to establish competitive salary structures, ensure compliance with compensation regulations, and lead critical processes such as salary reviews and incentive calculations.

To qualify for the Senior Compensation Specialist position at Harbor, candidates typically need a bachelor's degree in a related field or equivalent experience, along with at least 5 years of hands-on compensation experience. Proven expertise in global compensation policies, experience with HRIS systems, and advanced MS Excel skills are also essential for success in this role.

Harbor ensures compliance in global compensation practices through regular audits, reconciliations, and adherence to global compensation regulations and reporting requirements. The Senior Compensation Specialist plays a crucial role in creating necessary reports and maintaining data accuracy in collaboration with other teams.

Key skills for the Senior Compensation Specialist at Harbor include strong data analytical capabilities, advanced proficiency in MS Excel, attention to detail, organizational abilities, and collaboration skills. A client-centric approach is also important, as you'll need to work effectively with all levels of the organization.

The work environment at Harbor is dynamic and entrepreneurial, akin to a fast-paced start-up but backed by the stability of an established business. The role is fully remote, allowing for flexibility while contributing to a globally integrated team focused on innovation and excellence.

When answering this question, highlight specific projects where you analyzed compensation data. Discuss which metrics you focused on, how you obtained your data, and the insights you derived. Emphasize how this analysis influenced decision-making in your previous roles.

Discuss your systematic approach to conducting market analyses, including the sources you rely on for salary benchmarks, how you gather industry data, and your methodology for comparing compensation packages to ensure competitive positioning.

Outline your process for staying updated on compensation regulations and the measures you implement to ensure compliance. This can include regular audits, ongoing training, and collaboration with legal teams to assess any legal changes that may affect compensation practices.

Explain your strategy for handling pay gaps, including identifying the root causes, presenting findings to leadership, and proposing actionable recommendations. Emphasize the importance of transparency and fairness in addressing compensation discrepancies.

Discuss your familiarity with Payfactors or similar compensation software. Highlight specific functionalities you have utilized, how you implemented or configured the software, and the impact it had on improving the compensation review process.

Express your understanding of job architecture as essential for structuring compensation frameworks. Describe how it connects role responsibilities with fair compensation and career development opportunities, positively affecting employee engagement and retention.

When discussing prioritization, share your strategies for managing competing deadlines and tasks. Emphasize your ability to assess urgency versus importance and how you communicate with team members to align on priorities for optimal efficiency.

Describe any experience you have had in identifying process inefficiencies and implementing automation solutions. Discuss specific examples of tools you used, how these changes improved accuracy or efficiency, and the overall impact on the organization.

Highlight your commitment to confidentiality and privacy. Discuss best practices you follow when managing sensitive information, such as secure data storage and adherence to organizational policies, to assure interviewers of your integrity.

Talk about the complexities of balancing competitive compensation while ensuring internal equity and compliance. Share insights into how you navigate these challenges and the proactive measures you take to create fair and attractive compensation structures.