VP of Compensation

Focus Financial Partners

. Own and execute end-to-end compensation planning cycle, including Workday configuration, data validation, governance, and stakeholder alignment.

Posted 4/21/2026full-timeRemote • 🇺🇸 United StatesLead💰 $180,000 - $200,000 per yearWebsite

About the role

Key responsibilities & impact

Own and execute end-to-end compensation planning cycle, including Workday configuration, data validation, governance, and stakeholder alignment.
Serve as the functional lead for Workday Compensation, including design, configuration, and optimization of compensation modules and planning cycles.
Partner with HR Operations to design and implement job architecture and leveling frameworks, ensuring alignment with compensation strategy, salary structures, and internal equity.
Drive broad-based compensation strategy, including base salary, annual incentives, and workforce segmentation.
Develop reporting and dashboards to enhance data transparency, support decision making, and improve the efficiency of compensation processes.
Partner with HR and business leaders to build, standardize, and scale compensation practices across a multi-entity environment.
Lead market benchmarking and pay equity analyses, translating insights into actionable recommendations.
Establish and maintain governance frameworks to ensure consistency, compliance, and disciplined execution of compensation programs across entities.
Build processes that enable efficient administration and data integrity across compensation programs.
Support executive compensation programs as needed, in partnership with senior leadership.
Stay informed on market trends, regulatory developments, and best practices in broad-based compensation, incentive pay, and executive compensation within the industry.
Partner with Finance, Legal, and HR leaders to ensure alignment between compensation strategy, budgets, and overall business strategy.
Provide coaching and training to HR and business leaders on compensation practices and policies.
Build strong relationships with leaders in both wealth management and business management lines to address their unique needs.

Requirements

What you’ll need

10+ years of progressive compensation experience, with a strong focus on broad-based compensation and program execution.
Demonstrated experience leading compensation planning cycles in a complex, multi-entity environment.
Deep understanding of job architecture, leveling, and salary structure design.
Hands-on experience with Workday Compensation (required), including configuration and execution of compensation planning cycles.
Strong analytical skills and problem-solving skills with the ability to translate data into actionable insights.
Experience building or transforming compensation programs, processes, or infrastructure in a complex environment.
Proven ability to operate in a fast-paced, high-growth, and decentralized organization.
Demonstrated ability to influence and build consensus with senior leaders.
Bachelor’s degree in Human Resources, Finance, Business, or related field required; Master’s degree or CCP (Certified Compensation Professional) preferred.

Benefits

Comp & perks

Annual cash bonus
Comprehensive benefits package including medical, dental, vision, and life insurance
401(k) plan

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

compensation planningdata validationWorkday Compensationjob architecture designsalary structure designmarket benchmarkingpay equity analysisreportingdashboardscompensation program execution

Soft Skills

analytical skillsproblem-solving skillsinfluenceconsensus buildingcoachingtrainingrelationship buildingstakeholder alignmentcommunicationorganizational skills

Certifications

Certified Compensation ProfessionalBachelor’s degree in Human ResourcesBachelor’s degree in FinanceBachelor’s degree in BusinessMaster’s degree