· Own the compensation strategy and delivery for assigned business areas or compensation portfolios, building a deep understanding of business strategy, talent priorities, workforce dynamics, and organizational challenges.
· Serve as the primary compensation advisor to business leaders and People Business Partners, independently assessing complex needs and recommending solutions that balance market competitiveness, internal equity, affordability, risk, and business impact.
· Translate compensation data, market intelligence, and workforce trends into clear options, trade-offs, and decision-ready recommendations for senior leaders.
· Establish, apply, and continuously improve compensation frameworks and governance for job architecture, career levels, salary structures, pay positioning, incentive opportunities, and compensation decisions.
· Exercise independent judgment on complex compensation matters involving new hires, promotions, retention actions, reorganizations, and other talent events; resolve issues within established authority and escalate enterprise-level decisions appropriately.
· Lead the design, implementation, and ongoing management of assigned broad-based compensation programs, policies, and practices from initial strategy through execution and evaluation.
· Lead assigned components of annual compensation processes, including merit and incentive planning, market benchmarking, guidance, communications, training, testing, issue resolution, and post-cycle evaluation.
· Direct market pricing, benchmarking, and job evaluation activities for assigned portfolios; identify trends, gaps, and emerging risks and determine appropriate actions.
· Analyze compensation and workforce data to identify patterns, outliers, and opportunities; define success measures and provide insights on program effectiveness, cost, risk, and business outcomes.
· Lead cross-functional delivery with HR Operations, HR Technology, Finance, Legal, and other stakeholders by defining requirements, establishing controls, ensuring implementation readiness, and driving effective stakeholder and employee adoption.
· Develop and govern tools, frameworks, communications, and leader education that strengthen compensation capability and drive consistent application of LPL’s compensation philosophy.
· Lead complex, cross-functional initiatives involving program design, cost analysis, process improvement, change management, compensation integration, and enterprise transformation, managing dependencies and outcomes with minimal oversight.
· Monitor external compensation practices and regulatory developments, anticipate implications for LPL, and recommend proactive changes to frameworks, programs, and governance.