[Hiring] Senior Compensation Partner @Corpay

Role Description

Corpay is currently looking to hire a Senior Compensation Partner within our HR division. This position falls under our Shared Services line of business and is in Atlanta, GA. In this role, you will be a trusted advisor to HR and business leaders while owning important enterprise compensation programs and processes. You will bring established compensation expertise to real business questions—from offers, job leveling, and retention to annual compensation decisions, bonus programs, and system improvements.

This is a hands-on, high-autonomy role for someone who wants meaningful ownership without people-management responsibility. You will work within a clear compensation philosophy and job architecture, while having the room to improve how compensation programs operate, scale, and support the business.

Role Responsibilities

• Partnering with the business
  • Serving as the primary compensation partner for assigned business groups and HR Business Partners.
  • Advising on market positioning, offers, promotions, retention actions, reorganizations, job leveling, job mapping, compression, and compensation exceptions.
  • Turning complex and sometimes incomplete information into clear, practical recommendations.
  • Providing thoughtful challenge when a proposed action does not align with compensation philosophy, job architecture, internal equity, or established governance.
  • Partnering closely with Talent Acquisition, HRBPs, HRIS, Finance, Payroll, and business leaders to resolve compensation needs and support decisions.
• Owning meaningful enterprise programs
  • Leading designated enterprise compensation programs from planning through execution, communication, governance, and continuous improvement.
  • Owning the corporate bonus program, including objective-setting, stakeholder coordination, participant communications, results collection, payout calculations, approval materials, training, resources, and process governance.
  • Working with Finance and HR partners to ensure program inputs and outcomes are accurate, complete, and delivered on time.
  • Identifying opportunities to strengthen program design, controls, efficiency, and participant experience.
  • Leading compensation workstreams as manual processes are moving into HR technology, including the planned transition of the corporate bonus program into Workday.
• Helping lead the annual compensation cycle
  • Co-leading annual compensation activities alongside the Compensation Partner.
  • Helping ensure the process is ready to run—from system configuration, testing, and validation through communications, training, issue resolution, approvals, and closeout.
  • Facilitating HR partner meetings and providing practical guidance throughout the cycle.
  • Keeping work moving and solving problems without requiring routine VP involvement.
  • Recommending improvements that make the cycle more accurate, efficient, controlled, and easier for stakeholders to navigate.
• Applying and strengthening job architecture
  • Using established job architecture and compensation frameworks to evaluate jobs, organizational changes, acquisitions, and business requests.
  • Making job-mapping recommendations based on the work, scope, accountability, complexity, and decision authority required—not titles, budgets, or incumbents.
  • Partnering with HRIS and HR stakeholders to support accurate job creation, mapping, maintenance, and data integrity.
  • Applying market data, salary structures, geographic differentials, and compensation tools to support informed business decisions.
  • Escalating structural, philosophical, or precedent-setting questions when needed.
• Improving how compensation gets done
  • Leading or contributing to compensation projects based on business priorities and team capacity.
  • Identifying operational problems, determining practical solutions, and implementing improvements within established strategy and governance.
  • Supporting compensation work related to acquisitions, reorganizations, pay transparency, policy changes, system enhancements, and other enterprise initiatives.
  • Creating scalable documentation, resources, controls, and processes that make compensation work more consistent and effective.

Qualifications

• 4-6 years of significant progressive compensation experience in broad-based compensation.
• Strong knowledge of market pricing, salary structures, job evaluation and leveling, annual compensation processes, incentive programs, and compensation analytics.
• Experience independently advising HR and business stakeholders on complex compensation matters.
• Experience leading or owning significant compensation programs or processes from planning through execution.
• The ability to balance sound technical judgment with practical business partnership.
• Strong analytical skills and comfort working with complex compensation data.
• Advanced Excel skills or equivalent ability to efficiently analyze, validate, and communicate data.
• Experience improving processes, creating structure, and bringing order to work that may not yet be fully defined.
• Strong written and verbal communication skills.
• The judgment to know when to resolve an issue independently and when to escalate.
• Experience administering incentive programs through Workday or implementing compensation processes in Workday is helpful but not required.

Benefits

• Medical, Dental & Vision benefits available the 1st month after hire.
• Automatic enrollment into our 401(k) plan (subject to eligibility requirements).
• Virtual fitness classes offered company-wide.
• Robust PTO offerings including major holidays, vacation, sick, personal, & volunteer time.
• Employee discounts with major providers (i.e. wireless, gym, car rental, etc.).
• Philanthropic support with both local and national organizations.
• Fun culture with company-wide contests and prizes.