Sr. Consultant, Compensation

About this role

If you’re passionate about becoming a Nationwide associate and believe you have the potential to be something great, let’s talk. At Nationwide®, “on your side” goes beyond just words. Our customers are at the center of everything we do and we’re looking for associates who are passionate about delivering extraordinary care.

The Sr. Consultant, Compensation will support Property and Casualty (P&C) as well as Nationwide Financial (NF) lines of business.

The preferred candidate will be: • Versatile, relationship-oriented professionals with expansive technical skills and understanding of evolving market conditions

• Committed to providing actionable guidance to help HR and business partners make informed pay decisions and achieve success.

• Delivers data driven recommendations while balancing consistency across Nationwide.

This will be a hybrid work schedule.

#LI-CP1

Job Description Summary Do you thrive where you can build a strong corporate culture, develop and lead strategic initiatives, lead an HR team, and support associates developing to their fullest potential? At Nationwide, our Corporate Compensation team understands the business and collaborates with our Human Resources partners and leaders to help the business grow.

As Senior Consultant in Compensation, you will lead compensation consulting for a large business segment of the company. As a critical partner to Human Resources (HR) business partners and business leadership, you'll own the design, development and execution of all compensation, variable rewards programs and initiatives for executives and associates, ensuring alignment with the mission, values and business strategy. If you have a proven background in compensation and a passion for collaboration, analysis, leading, and producing results in an effective and efficient manner and are able to display confidence, accountability, and resilience in a high pace environment, this job is for you! Job Description Key Responsibilities: • Develops, implements and manages compensation philosophy and programs for associates and executives.

• Builds and maintains a trusted advisor relationship with HR and leaders to influence and impact compensation outcomes. Counsels on pay decisions, incentive plans, compensation practices and interpretation of policies and guidelines. Directs the annual compensation planning process which includes merit process, review and design of incentive plans.

• Champions an innovative and agile approach to work. Guides the decision-making process and outcomes by providing detailed analysis/models, creative/innovative recommendations, and advice to leaders and HR partners.

• Ensures that jobs are appropriately valued based on external market data and internal equity. Leads the development and administration of a compensation salary survey database of external wage rates and programs and may participate in salary survey group meetings as needed.

• Develops, delivers and implements compensation-related communications and initiatives to drive continued education and transparency for all facets of compensation for both HR and business leaders.

• Collaborates with Recruiting to support and guide leaders on compensation-related activities including strategic new hire offers, promotions, etc. Recommends offer components including base, short- and long-term incentives, and replacement compensation.

• Elevates the proficiencies of the organization by staying current and sharing knowledge on key trends, as well as networking with compensation professionals in other companies and professional organizations to stay abreast on effective practices and emerging issues.

• Stays up-to-date on current legislation to support compliance with applicable employment-related federal and state statutory requirements regarding employee pay. Presents and discusses these findings with the team and partners.

• Leads sophisticated projects with potential for significant and long-term impact. Authorizes, prioritizes and leads projects across departments and business units. Represents the company on task forces, committees and project assignments.

• May serve as a member of the Compensation leadership team, providing input to strategy development and planning, and implementing the overall strategy.

• May hire and develop talent, provide consistent mentoring and feedback.

May perform other responsibilities as assigned.

Reporting Relationships: Reports to Associate Vice President; may lead a team of up to three compensation professionals; may also manage others in matrix reporting relationship.

Typical Skills and Experiences:

Education: Undergraduate studies in areas such as business administration, human resources and psychology or graduate level studies in business or industrial psychology.

License/Certification/Designation: Certified Compensation Professional (CCP) designation preferred.

Experience: Ten years of progressively more responsible human resource management responsibility. Must have deep experience in one or more HR technical/specialty areas, including six years in a compensation-related field.

Knowledge, Abilities and Skills: Sophisticated analytical skills with experience in compensation analysis, crafting and implementing variable compensation programs, completing job evaluations at all levels, administration of market survey and compensation administration, and program impact related to short-term and long-term business results. Uses appropriate methods to solve difficult problems with effective solutions, probes all available sources for answers, can see hidden problems and looks beyond the obvious for viable solutions.

Consultative and collaboration skills to persuade all levels of leaders, including senior executive officers. Strong communication skills, including demonstrated facilitation skills. Strong eye for business to proactively assess organizational issues and trends that translate to potential impacts on business.

Other criteria, includin

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