About this role:

Wells Fargo is seeking a Lead Compensation Consultant within our Total Rewards Team to support Enterprise Compensation Program Design functions. This Lead Compensation Consultant will partner with Talent Acquisition, Human Resources, Finance and other business leaders across multiple lines of businesses to develop and implement compensation strategies that support business objectives and risk framework.

In this role you will:

• Independently lead efforts on the design, socialization, engagement, and implementation of initiatives related to pay practices and compensation programs.
• Develop socialization and implementation plans aligned with risk, technology infrastructure, compensation delivery and other partners across the enterprise to ensure successful integration of design with broader compensation initiatives and projects.
• Contribute to the development of enterprise pay policies, processes, guidelines, and standards to effectively support business objectives and appropriately balance risk.
• Establish and maintain strong and effective relationships with corporate and line of business compensation leaders and leaders in Talent Acquisition, Talent Development, Risk, HR and Finance.
• Review and analyze complex, multi-faceted, large scale, and long-term business, operational, or technical challenges that require in depth evaluation of multiple factors, including intangibles or unprecedented factors
• Flawlessly managing and executing against compensation related projects
• Make decisions in complex and multi-faceted situations requiring understanding of policies, procedures, and compliance requirements that influence and lead a broader work team to meet deliverables and drive new initiatives
• Collaborate and consult with peers, colleagues, and all levels of leadership to resolve issues and achieve goals

Required Qualifications:

• 5+ years of Compensation experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education

Desired Qualifications:

• Experience with compensation program design using business knowledge and critical thinking to deliver upstream and downstream impacts
• Ability to translate and summarize complex data into understandable, actionable information and recommendations
• Ability to assess pay practices for potential risks, provide recommendations for mitigation, and monitor internal and external compensation trends to ensure competitiveness and compliance with evolving regulatory expectations.
• Ability to design, advise on, and evaluate compensation structures, pay for performance principles, and total rewards programs to ensure competitiveness, equity, and alignment with company strategy, regulatory expectations, and shareholder interests.
• Ability to collaborate with internal audit, risk management, and legal teams to address compensation-related regulatory audits and reviews.
• Ability to provide credible challenge to compensation structures and practices, ensuring they are financially sound, risk-sensitive, and compliant with regulatory requirements.
• Ability to identify opportunities to enhance compensation frameworks, streamline processes, and leverage technology to improve efficiency and transparency.
• Ability to conduct research and analyze market trends to provide insights on compensation competitiveness, making data-informed recommendations.
• Knowledge and understanding of regulatory compliance requirements and risk management for compensation
• Certified Compensation Professional (CCP)
• Ability to drive and lead organizational change in a dynamic environment
• Excellent verbal, written, and interpersonal communication skills
• Advanced Microsoft Office (Word, Excel, Outlook, PowerPoint) skills
• Ability to manage complex projects in a large enterprise environment
• Ability to work and influence successfully within a matrix environment and build effective business partnerships with all levels of the organization
• Ability to create and improve process through strategic thinking

Job Expectations:

• This position offers a hybrid work schedule
  

Locations:

• Minneapolis, MN
• Des Moines, IA
• Phoenix, AZ
• Charlotte, NC
• Dallas, TX

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Pay Range

Reflected is the base pay range offered for this position. Pay may vary depending on factors including but not limited to achievements, skills, experience, or work location. The range listed is just one component of the compensation package offered to candidates.

Posting End Date:

*Job posting may come down early due to volume of applicants.

We Value Equal Opportunity

Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements.

Applicants with Disabilities

To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo.

Drug and Alcohol Policy

Wells Fargo maintains a drug free workplace. Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo.

b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.