Compensation Consultant - Part-Time / West Coast (PST)

About this role

At Veracyte, we offer exciting career opportunities for those interested in joining a pioneering team that is committed to transforming cancer care for patients across the globe. Working at Veracyte enables our employees to not only make a meaningful impact on the lives of patients, but to also learn and grow within a purpose driven environment. This is what we call the Veracyte way – it’s about how we work together, guided by our values, to give clinicians the insights they need to help patients make life-changing decisions.

Our Values:

• We Seek A Better Way : We pursue bold ideas, embrace complexity, and keep pushing forward.

• We Make It Happen : We act with urgency, deliver with excellence, and always find a way.

• We Are Stronger Together : We engage with empathy, align around what's best for Veracyte, and celebrate as one team.

• We Care Deeply : We show up with integrity, kindness, and respect for one another.

The Position:

This role will support the assessment, design, and implementation of Veracyte’s job architecture and career framework, partnering closely with Total Rewards to resolve remaining design decisions and deliver an enterprise-ready framework that is practical, scalable, and aligned to business needs.

As part of the Total Rewards team, the Compensation Consultant will provide subject matter expertise across job leveling, title governance, job families, career tracks, and role mapping. This role will work independently while exercising sound judgment and will collaborate with HR leadership, HR business partners, Talent Acquisition, Finance, and business stakeholders to ensure the final framework is understood, adopted consistently, and effectively maintained over time.

***Candidates must be located on the West Coast and able to work within the Pacific Time Zone (PST). This is a remote, 6-month engagement averaging 25 hours per week, with some schedule flexibility as needed. Availability during core business hours of 10:00 AM to 2:00 PM PST is required. ***

Key responsibilities include:

• Review existing job architecture artifacts, recommendations, leveling guides, title catalogs, job inventory materials, and prior vendor deliverables.

• Assess work completed to date and identify remaining design gaps, implementation risks, and decisions required before rollout.

• Partner with the team to document recommended design principles, governance standards, and decision criteria.

• Validate career levels, tracks, job families, leveling criteria, and title structures across functions and geographies.

• Develop recommended governance for future role creation, leveling, title changes, and job architecture maintenance.

• Complete or refine an enterprise job inventory across functions, geographies, and employee populations.

• Map current positions to the approved job architecture and career framework.

• Identify inconsistencies, exceptions, and recommended remediation actions for Total Rewards review.

• Communicate complex job architecture concepts clearly and effectively to HR stakeholders, leaders, managers, and employees.

• Develop implementation tools, including career framework materials, leveling guides, manager talking points, employee FAQs, and governance documentation.

• Support annual and off-cycle compensation processes such as merit increases, promotions, market adjustments, and new hire offers.

• Partner with HRIS and HR Ops to ensure accuracy, integrity, and compliance of compensation data and systems.

• Lead ad hoc compensation project and initiatives as required.

Who You Are:

Required Qualifications

• Bachelor’s degree in human resources, business administration, organizational development, finance, or a related field, or equivalent practical experience.

• 5+ years of progressive experience in job architecture design and compensation.

• Deep hands-on experience with the Workday Advanced Compensation module and advanced Excel skills. Experience with ADP payroll software and PowerPoint is strongly preferred.

• Demonstrated experience designing, implementing, or advising on enterprise job architecture, career frameworks, leveling models, job families, and title structures.

• Strong understanding of compensation structures, job evaluation methodologies, career tracks, and how job architecture supports pay, talent, and workforce decisions.

• Experience conducting role mapping, job inventory analysis, governance design, and implementation planning across complex organizations.

• Strong analytical and problem-solving skills with the ability to assess current-state materials, identify gaps, and develop practical recommendations.

• Ability to work independently, exercise sound judgment, and manage multiple priorities in a fast-paced environment.

• Strong communication and facilitation skills with the ability to translate complex frameworks into clear, actionable guidance for HR, leaders, managers, and employees.

• Ability to partner effectively with HR leadership, HR business partners, Talent Acquisition, Finance, and business stakeholders.

• Advanced PowerPoint and Excel skills, including the ability to build executive-ready materials, mapping tools, governance documentation, and implementation resources.

Preferred Qualifications

• Experience advising fast-growing or global organizations on scalable job architecture, leveling, governance, and adoption practices.

• Experience with global or multi-region job architecture, title harmonization, and role mapping.

• Experience developing manager toolkits, employee FAQs, change management materials, and rollout roadmaps.

• Prior consulting experience or experience partnering closely with external consultants and senior HR leadership.

• Certified Compensation Professional (CCP), SHRM, HRCI, or similar certification is a plus.

#LI-Remote

The final salary offered to a successful candidate will be dependent on several factors that may include but are not limited to years of experience, skil

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