Sr. Compensation Partner

Job Description

Western Digital is seeking a highly motivated experienced Senior Compensation Partner to join our fast-paced Compensation team. This ideal individual that will provide compensation guidance to internal clients and collaborates with HR partners in the planning, development, implementation, and administration of major compensation initiatives and/or programs, compensation policies and practices. The ideal individual must possess strong financial modeling and excel skills, have the ability to analyze large amounts of data and utilize that data to help tell the story and influence decision making. Participate in salary surveys and studies labor markets to determine compensation trends. Applies job evaluation techniques to establish equitable compensation rates within the organization as compared with market. The right candidate will have the ability to analyze complex problems, multi-task and meet deadlines. The successful candidate is highly collaborative, displays excellent communication skills – both written and verbal – is an active listener, who can synthesize different data and viewpoints and understands the global context and workplace trends in our competitive environment.

Essential Duties and Responsibilities:

• Carries out broad analysis assignments involving the development, implementation and administration of compensation.
• Evaluates jobs using standard job evaluation techniques; determines grades and supports the development and modeling of salary ranges.
• Manages focal reviews such as merit, short term and long-term incentive processes from inception to completion. Partner with internal stakeholders to ensure data and system readiness to deliver such processes. Workday experience preferred.
• On-going evaluation of the effectiveness of existing global compensation program design and guidelines.
• Utilizes survey management tool to effectively administer global compensation programs.
• Participates in salary surveys conducted by third parties.
• Remains current on all personnel policies, programs and practices and stays informed of new (and pending) laws and regulations.
• Act as internal consultant/advisor to managers and other HR staff. Makes recommendations to managers and HR Business Partners on all compensation issues; and interprets local, state, and federal laws regulating compensation practices.
• Create materials to effectively communicate compensation programs, policies and practices to employees and leaders.
• Conduct market and best practice research to formulate and support compensation recommendations.

Qualifications

• Bachelor’s degree plus equivalent work experience and relevant qualifications; CCP preferred.
• Proven experience working in a global environment and partnering across countries and regions to achieve results in a fast moving, dynamic environment preferably within high-tech or manufacturing industries. 
• Advanced proficiency working with Microsoft Suite and good familiarity in Workday HCM and Advanced Compensation module.
• Strong understanding of global compensation principles, general industry practices, regulations, and both historical and current market trends.
• Extensive work experience in base pay, short term incentives, equity programs, and work experience in sales and executive compensation.
• Working knowledge of high-tech surveys as a Aon Radford.
• Self-starter and have the ability to manage multiple priorities under tight deadlines and large-scale projects.
• Demonstrated ability to act with discretion, confidentiality, and good judgment. 
• Required to conduct business with the highest legal and ethical standards.
• Ability to lead global compensation projects. 
• Ability to think creatively and strategically to align compensation goals to the needs of the business. 
• Must have effective decision-making/critical thinking skills and be creative and results oriented. 
• Analytical mindset and ability to manage large, complex data sets. 

Additional Information

All your information will be kept confidential according to EEO guidelines.

#LI-RG!

Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
• You will be eligible to participate in Western Digital’s Short-Term Incentive (STI) Plan, which provides incentive awards based on Company and individual performance. Depending on your role and your performance, you may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Western Digital’s Standard Terms and Conditions for Restricted Stock Unit Awards.
• We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program, employee stock purchase plan, and the Western Digital Savings 401(k) Plan.
• Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.