compensation consultant (Remote - U.S.)

at  Starbucks

As a Starbucks compensation consultant, you will contribute to Starbucks success by designing, implementing and managing complex compensation programs for given client groups that are competitive and support the Company’s business and strategic plans.
We are looking for someone who is an innovator, who is not afraid to challenge the status quo, and simply put – we need someone smart, who gets things done and is great to work with.

LEVERAGING YOUR PREVIOUS EXPERIENCE, WE WILL ENABLE YOU TO:

• Act as primary consultant for multiple support functions and/or business units, serving as a strategic advisor on compensation practices and the pay landscape both internally and externally
• Market price jobs from the routine to the more complex
• Independently conduct large job family reviews, integrating key elements of our Career Framework strategy
• Evaluate Starbucks job architecture in relation to the market
• Provide compensation recommendations on changes to pay structure in alignment with business strategy
• Review compensation programs to ensure compliance with local, state and federal pay legislation requirements
• Thoughtfully integrate Pay Transparency practices throughout all stages of the employee life cycle
• Lead communications and change management processes in partnership with PRO
• Facilitate company-wide annual rewards programs for assigned client groups
• Develop, implement and administer base pay programs, including pay setting, pay structure development, and pay progression policy formulation for given client groups.
• Conduct complex modeling and analysis on all aspects of compensation which may include building analytical tools to predict and/or diagnose compensation issues, drawing themes and trends from data analysis to influence and support decision making, and effectively representing data in charts and graphs.
• Develop and deliver efficient and effective presentations to influence decision making and communicate information to management and partners.
• Plan for the implementation of complex compensation programs or projects through generalists; advise and provide technical input to generalists or technology teams for programs or projects with significant systems or partner impact.
• Measure effectiveness and provide recommendations on incentive design changes. Support the design and development of existing and new incentive programs. Know how to use various financial metrics in incentive plan design and understands the impact of each. Independently model scenarios for behavior and costing outcomes. Work with Finance to ensure accruals are appropriately set up, monitored and managed. Develop plan documents.

• If you are working in CA, CO, IL, LA, ME, MA, NE, ND or RI, you will accrue vacation up to a maximum of 120 hours (190 in CA) for roles below director and 200 hours (316 in CA) for roles at director or above. For roles in other states, you will be granted vacation time starting at 120 hours annually for roles below director and 200 hours annually for roles director and above