Collaborate with HR and management to design and implement compensation programs that align with business objectives and enhance employee motivation.
Monitor and ensure compliance with federal, state, and local compensation laws and regulations.
Research and respond to employee, HR Business Partner, Talent Acquisition, and business leader inquiries regarding compensation policies and procedures, ensuring clarity and transparency.
Prepare compensation modeling and analytics for annual and off-cycle processes (merit, promotions, adjustments, offers); develop templates and dashboards as needed.
Maintain data integrity across compensation systems and tools; troubleshoot data issues, support process documentation, and change management for compensation programs and tools.
Participate in compensation surveys and manage survey job matches to ensure high-quality, reliable submissions that enable effective evaluation of the organization’s pay and salary structures against competitors.
Conduct comprehensive market research and analysis of salary trends, pay practices, and job classifications to inform compensation strategies; perform market pricing of new and existing roles using Payfactors.
Requirements
payfactors
excel
workday
ccp
ai
communication
FSA & HSA
2–3 years of professional experience in a compensation analysis role in either a consulting or professional services environment.
Familiarity with compensation concepts: market pricing, salary structures, range penetration, compa-ratio, merit modeling, internal equity, and FLSA.
Mix of a standard office environment utilizing standard office equipment.
Preferred but not required: Professional certifications (e.g., CCP, PHR, SHRM-CP).
Required: Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
Experience applying AI solutions to solve process and business issues.
Excellent communication and partnership skills with HR and business stakeholders; strong confidentiality and professional judgment.
International compensation experience, preferred but not required
4 years of direct work experience in lieu of a bachelor’s degree is acceptable.
Demonstrated experience with Payfactors for market pricing and survey participation.
Hands-on experience with Payfactors for market pricing, survey management, and job architecture tasks.
Ability to translate data insights into practical, business-ready recommendations with clear narratives.
Relevant internships or co-op experiences in compensation or HR will be considered.
Prior support for annual compensation cycles (merit, promotions) and offer analysis preferred with an understanding of employee evaluation processes and their impact on compensation.
Experience with HRIS/reporting (e.g., Workday, SAP, Oracle, UKG) preferred; experience with survey vendors (Payfactors/Radford/WTW/ Mercer) a plus.
Strong analytical, problem-solving, and modeling skills; proficiency with Excel (e.g., LOOKUPs, pivot tables, formulas) and data visualization basics.
Willingness to travel (less than 10%) and occasionally work overtime.
Benefits
Merit Scholarship Program
First Professional Licensure Bonus
Paid Vacation
Paid Annual Personal/Sick Time (PST)
Health Plans: Medical, Dental, Vision
Flexible Work Arrangements
Employee Assistance Program (EAP)
Tuition Assistance
Paid Parental Leave
Disability Coverage
Back-Up Daycare
This position allows for a hybrid work schedule with a mix of work spent in office (3) and working remote from home (2).
Employee Discount Program
Pre-Tax Commuter Account
Life & Accident Insurance
Employee Referral Bonus
Paid Holidays
Paid Bereavement Leave
Corporate Charitable Giving Program
Training + Development
Information not given or found
Interview process
Information not given or found
Visa Sponsorship
no visa sponsorship is provided for this position.
Security clearance
Information not given or found
Company
Overview
Founded in 1891
Year Established
Since its establishment in 1891, the company has consistently provided innovative and impactful services across various industries.
The company specializes in providing innovative solutions across the energy and industrial sectors.
With a rich legacy, Sargent & Lundy has delivered high-impact projects for utilities, government entities, and large industrial clients.
Notable projects include power plants, renewable energy installations, and water treatment facilities.
The firm is recognized for its expertise in energy transition solutions, especially in nuclear, solar, and wind sectors.
Their global reach includes both large-scale infrastructure projects and localized service offerings tailored to specific industries.
Sargent & Lundy thrives on providing full-service capabilities, from design and planning to construction and operations.
The company’s engineering prowess is often highlighted by its deep involvement in complex energy systems and environmental solutions.
Culture + Values
$9.8M
Donations to United Way
Over $9.8 million donated to United Way since 1998.
$600k+
Raised for Boys & Girls Clubs
$600,000+ raised for Boys & Girls Clubs of Chicago through employee-driven initiatives.
$9.8M
charitable giving
Over $9.8 million donated to United Way since 1998.
Quality is ingrained in everything we do – ISO 9001 certified with standardized processes, quality council chaired by the CEO, performance improvement at key project milestones.
A culture of meaningful impact – employees engaged in education outreach, mentorship, scholarships and community design projects.
Recognized leadership, innovation, compensation & benefits, purpose & values, well-being and professional development via multiple Top Workplaces & Culture Excellence Awards.
Nurturing professional development – mentor program, tuition assistance up to 100%, in-house education, license incentives, and ongoing career check-ins.
Employee engagement through resource groups and clubs (e.g., AANHPI Minds in Power, Black EmPOWERment, MIND, Prism, SALVO, UNIDOS, Women’s Professional Network)
Environment + Sustainability
93%
Industry Survey Rank
Scored 93% in the Electric Utility Industry Sustainable Supply Chain Alliance advisory survey, highlighting strong sustainability performance.
100%
Renewable Energy Use
Powered Fort Worth office's building with 100% renewable energy, demonstrating commitment to clean energy sources.
3M lbs/month
CO₂ Emissions Reduced
Reduced over 3 million pounds of CO₂ emissions monthly in Fort Worth office's parking garage through sustainability initiatives.
4k lbs
Coffee-Pack Recycling
Doubled coffee-pack recycling to 4,000 pounds in 2023, showcasing waste diversion efforts.
Established Sustainability Advisory Council in 2020; annual sustainability reports released (latest April 22, 2024)
Tracking Scope 1 & 2 emissions in 2024, initiating Scope 3 tracking in 2025
Supports clients’ net-zero goals via expertise in grid modernization, renewables, storage, EV infrastructure, nuclear, carbon capture, hydrogen, environmental compliance
Inclusion & Diversity
90% Confidence
Employee Confidence in Leadership
Nearly 90% of employees expressed confidence in company leadership, reflecting strong trust and alignment with organizational direction.
7 Groups
Employee Resource Groups
The company supports and sponsors 7 Employee Resource Groups, fostering diversity and inclusion across various demographics.
7 Categories
Top Workplaces Recognition
Recognized in 7 categories of Top Workplaces awards, including purpose, well-being, appreciation, professional development, open-mindedness, and leadership.
Employee Resource Groups supported and sponsored by executives: AANHPI Minds in Power, Black EmPOWERment, MIND (Neurodiversity/Disability), Prism (LGBTQIA+), SALVO (Military Veterans), UNIDOS (Hispanic/Latino), Women’s Professional Network.
High marks for a culture where voices are heard and employees feel valued.