New 
Compensation Consultant, MicrosoftArtificial Intelligence
 Microsoft | |
 United States, Texas, Irving | |
| 7000 State Highway 161 (Show on map) | |
 Jul 02, 2025 | |
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OverviewJoin Microsoft's Total Rewards Team as a Compensation Consultant! Are you ready to shape the future of HR at one of the world's most innovative companies? Microsoft's Total Rewards organization is seeking an experienced Compensation Consultantto support our dynamicMicrosoft Artificial Intelligence business vertical. This is a pivotal moment in Microsoft's journey to redefine our Human Resources (HR) culture as we become the most thriving, digitally enabled, and inclusive company on the planet. As part of this transformation, you'll play a key role in designing and delivering compensation strategies that drive business success and employee engagement. What You'll Do: Partner with HR Business Partners and Business Leaders to develop and implement tailored compensation solutions. Provide guidance on compensation policies, practices, and program effectiveness. Evaluate the business impact of compensation programs and recommend improvements. Collaborate across functions-including Finance, Legal (CELA), and others-to ensure alignment and compliance. What We're Looking For: Deep business acumen and change management capabilities. Deep knowledge of compensation principles, methods, and budgeting techniques. Exceptional relationship-building and influencing skills. A collaborative mindset with the ability to work across diverse teams and stakeholders. If you're passionate about compensation strategy and want to make a meaningful impact at scale, we'd love to hear from you! Microsoft's mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.
ResponsibilitiesProgram Design & Adaptation Identifies and recommends new compensation needs and opportunities, process break downs, and program design issues. Creates principles that guide the design and adaption of compensation programs, with guidance. Interprets business needs and compliance requirements. Operationalizes complex legal guidance and analyzes competitive market data for a compensation programs, uses this insight to improve design. Creates materials to socialize proposed changes associated with a specific new or existing compensation program (e.g., promotions, stock awards, base pay, recognition, in-business programs). Integrates and responds to feedback from partners (e.g., HR Business Partner [HRBP]) and helps facilitate program approval from management by contributing to business case development, proposals, and communication strategies. Contributes to compensation programs by conducting analyses (e.g., job evaluations, job classifications/job matching, total compensation analysis, modeling anticipated impacts) using market data and internal/external measures such as surveys and polls. May provide standard reporting to Finance and other relevant stakeholders, and may perform and provide initial financial compensation modeling (with guidance). Identifies opportunities and may make improvements to internal compensation analysis tools and methodologies. Program Implementation Contributes to and executes the implementation of a compensation program by reviewing and approving implementation and readiness materials. Participates in key phases of the process (e.g., annual rewards). May lead the implementation and execution of local compensation programs (e.g., overtime, on call allowance). Partners with internal teams (e.g., HR Business Partner [HRBP]) and integrates project plans and materials before and during implementation of a compensation program. Facilitates/supports key activities (e.g., quote attainment analysis, plan communication, special stock, rewards, annual compensation activities). Supports interactions with internal and external advisors (e.g., Legal, Diversity & Inclusion, external survey vendors) to anticipate implications of compensation change and readiness plans. Contributes to the synthesis and incorporation of guidance from advisors to implement programs within appropriate parameters. Program Management Manages/administers an existing compensation program and ensures that the program supports the business and HR plans. Reviews compensation analysis and reports. Monitors program effectiveness (e.g., participation, attrition impact). Coordinates with HR Business Partner (HRBP) or HR Consulting to consult with leadership on business/HR plan implementation, or to inform leadership of the impact of new compensation models. Consults with business HR teams as a subject matter expert to advise on compensation programs and processes (e.g., annual planning process, special stock awards). Makes recommendations to improve processes. Supports complex, high-risk projects. Recommends immediate compensation solutions (e.g., in-business targeted compensation programs and/or initiatives, employee retention) to meet business needs. Identifies ways to improve compensation processes and enhance policy execution. Helps create informational presentations for diverse audiences as needed. Analyzes market data and adheres to company policies and procedures to execute compensation processes and practices and report information. Identifies control measures and governance needs. Supplier Selection & Management Contributes to supplier selection and on-boarding process for their own areas and executes screening processes. Manages contractors, vendors, and supplier relationships and negotiates competitive service contracts to define performance targets and deliverables. Compensation Education & Consultation Develops onboarding and training materials to educate HR partners on compensation programs, policies, and practices. May deliver training to audiences across the organization and to internal partners (e.g., HR Consulting, HR Business Partner [HRBP], Global Talent Acquisition, University Recruitment). Provides answers for compensation questions of varying complexity and risk (e.g., Tier III escalations and above) from internal partners (e.g., HR Consulting, HR Business Partner [HRBP], Global Talent Acquisition). Makes recommendations to and coaches internal partners on compensation-related decisions, including regulatory implications and mitigation strategies. Gathers contextual information from internal partners. Identifies and provides customized solutions (e.g., retention, competitive offers) or consulting as necessary in order to understand the business need.Other Embody our culture and values | |