Compensation Consultant

Job description

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Job Locations

1717 Arch Street, Philadelphia, PA 19103, USA or

1050 Connecticut Avenue NW, Suite 700 Washington, DC 20036, USA

Description:

We are seeking a talented individual to join our Workforce and Rewards Consulting team at Marsh. This role offers a hybrid work arrangement, requiring a minimum of three days per week in the office or with clients.

Marsh is uniquely qualified to help organizations design and execute sophisticated workforce strategies, whether it's for a multinational organization or a local company attempting to grow within its market. We provide best-in-class consulting, rigorous analytics, and data-driven insights that help organizations make fact-based decisions.?

As a

Compensation

Consultant, you will assist with the delivery of large-scale projects, coach team members, and solve complex compensation challenges. In addition, you will support the business development process. This is a great opportunity to partner with senior management and HR leaders to develop and deliver compensation strategies that attract, retain, and motivate talent.

What you will do

Structure, direct, review, and interpret analyses performed by project teams

Develop compensation strategies, philosophies, and programs that address clients' attraction and retention needs

Provide consulting services to senior management on compensation issues including pay strategy (structure and competitiveness), job architecture design, and digital activation of these designs

Thrive and be motivated by an environment that embraces AI and technology-enabled tools

Manage day-to-day client interactions, building and maintaining strong relationships

Provide guidance and oversight to junior team members, supporting their development and ensuring quality deliverables

Generate revenue by developing new client relationships, extending existing engagements, and identifying cross-selling opportunities

What you need to have:

Bachelor's degree in Business, Human Resources, Finance, or a related field

Extensive (5+) years of experience in compensation consulting or related HR advisory roles, with demonstrated subject matter expertise

Proven ability to manage multiple large-scale projects and complex client engagements

Deep knowledge of compensation strategy, compensation-related technology, incentive plan design, market analysis methodologies, and regulatory compliance

Strong client relationship management skills with experience advising senior executives

Excellent communication, presentation, and leadership skills

Proficiency in Microsoft Office, especially Excel and PowerPoint

Intellectual curiosity and a proactive approach to problem-solving and coaching

What makes you stand out:

Experience leading engagements for global organizations with complex compensation challenges

Demonstrated success in leading or supporting business development activities

Advanced analytical skills and familiarity with compensation management tools, survey management tools, and AI-enabled compensation agents

Demonstrated leadership in developing innovative solutions and thought leadership content

Why join Marsh:

Professional development opportunities and supportive leadership to help you grow

A vibrant, inclusive culture where you can collaborate with talented colleagues

A broad range of career opportunities and comprehensive benefits to support your well-being

A flexible hybrid work model balancing remote work with in-office collaboration

Account manager information:

Name: Nate Bagby

Email: nate.bagby@reflik.com

Phone: 855-573-3545 ext 230

Must Have

Bachelor's degree in Business, Human Resources, Finance, or a related field

Extensive (5+) years of experience in compensation consulting or related HR advisory roles, with demonstrated subject matter expertise

Business development, lead generation and qualification, sales process management, client relationship management, proposal and Statement of Work (SOW) development, contract negotiation, and new business acquisition/closing. The candidate should demonstrate a proven ability to identify and develop new client opportunities, manage the sales cycle from prospecting through closing, create effective proposals and SOWs, negotiate commercial terms, build strong client relationships, and successfully win new business

Proven ability to manage multiple large-scale projects and complex client engagements

Deep knowledge of compensation strategy, compensation-related technology, incentive plan design, market analysis methodologies, and regulatory compliance

Strong client relationship management skills with experience advising senior executives

Excellent communication, presentation, and leadership skills

Proficiency in Microsoft Office, especially Excel and PowerPoint

Intellectual curiosity and a proactive approach to problem-solving and coaching

Nice to Have:

Experience leading engagements for global organizations with complex compensation challenges

Demonstrated success in leading or supporting business development activities

Advanced analytical skills and familiarity with compensation management tools, survey management tools, and AI-enabled compensation agents

Demonstrated leadership in developing innovative solutions and thought leadership content

List of Mercer competitor names for you to target when sourcing for compensation candidates:

Pearl Meyer

Semler Brossy

FW Cook

Meridian

Compensation

Partners

Korn Ferry

Hay

Sullivan Cotter

Alexander Group

KPMG

Compenisa

WTW

Aon

Deloitte

PWC

EY

Pay Governance

Boutique

Compensation

Consulting Firms

Culpepper and Associates

Performensation

Workitecture

Compensation

Works

Empsight International

[BETA]

AI-generated to support your search—please use them as guidance and apply your own best judgment when making decisions.

Screening Criterion Relevance What to look for when Sourcing/Screening

Industry & Domain Knowledge High - Domain: Prior compensation consulting or closely related HR advisory experience is critical, especially compensation strategy, job architecture, incentive plan design, market analysis, compensation technology, regulatory compliance, and advising senior executives. Acceptable adjacent backgrounds include senior rewards, total rewards, executive compensation, or HR strategy consulting roles with substantial client-facing compensation work.

Rationale

Company Size Background Medium - Screen for experience delivering compensation consulting engagements for large, distributed, or multinational organizations with multiple senior stakeholders and complex decision-making environments; this is helpful for faster ramp-up but not strictly required. - Accept comparable complexity from large public-sector agencies, universities, healthcare systems, professional-services firms, or multi-site employers where the candidate managed enterprise-scale programs, cross-functional stakeholders, and formal governance. - Verify resume evidence of leading multiple large-scale client projects, advising senior executives, coordinating project teams, and managing complex or global compensation work-not merely the candidate's employer headcount or brand name.

Rationale

Key Responsibilities & Years of Experience High - At least 5 years of prior experience in compensation consulting or closely related HR advisory work, delivering compensation strategies, philosophies, and programs addressing clients' attraction, retention, pay-structure, competitiveness, job-architecture, and incentive-plan needs. - Experience leading or managing multiple large-scale compensation projects and complex client engagements, including directing project-team analyses, reviewing deliverables, managing day-to-day client work, and providing guidance to junior team members. - Experience advising senior management and HR leaders while developing client relationships, expanding existing engagements, identifying cross-selling opportunities, and contributing to new-business pursuits through proposals/SOWs and successful engagement wins.

Rationale

Career Stability High - For this permanent, mid-senior consulting role, look for roughly 3+ years in recent positions or at least one clear multi-year tenure demonstrating sustained ownership of complex client engagements, relationships, and revenue outcomes. - Treat repeated moves averaging under 18-24 months, especially without promotions, measurable impact, completed engagements, or clear explanations, as job-hopping signals. - Accept mitigators such as promotions, layoffs or restructuring, acquisitions, fixed-term project completions, deliberate progression among recognized compensation-consulting firms, or evidence of increasing client scope and business-development responsibility.

Rationale

Must-have skills High - Compensation strategy and program design, including pay philosophy, pay structure and competitiveness, job architecture, and incentive plan design - Compensation analytics and advisory judgment, including market analysis, regulatory/compliance considerations, and translating findings into recommendations for senior stakeholders - Executive-level client advisory, relationship management, and business-development skills, including expanding client engagements and supporting proposals or new-business acquisition

Rationale

Educational

Qualifications

Medium - Bachelor's degree in Business, Human Resources, Finance, or a related field is the stated minimum qualification. - For this non-regulated consulting role, substantial compensation consulting experience, subject-matter expertise, client leadership, and business-development success may reasonably substitute for the degree in practice.

Rationale

Software Tools and Technology Medium - Compensation management tools - proficiency level not specified - supporting compensation strategy, program design, and client analyses - Survey management tools - proficiency level not specified - supporting compensation market analysis and survey-related work - AI-enabled compensation agents - proficiency level not specified - technology-enabled compensation consulting and analytics

Rationale

Certifications & Licenses Not Relevant No certifications or licenses are named in the JD. Do not screen on this criterion.

Rationale

Managerial Experience Not Relevant - Do not use prior formal people-management experience as a screening filter; this is fundamentally a hands-on compensation consulting role. - Look instead for project leadership, client engagement ownership, coaching of junior consultants, and quality oversight of deliverables. - The phrases "coach team members" and "provide guidance and oversight to junior team members" indicate mentoring or task supervision, not direct-report accountability.

Rationale

Preference for Local Candidate Medium - Hybrid role based at 1717 Arch Street, Philadelphia, PA, or 1050 Connecticut Avenue NW, Washington, DC, requiring at least 3 days per week in-office or with clients. - Prioritize candidates within roughly a 60-90 minute peak commute of the selected office; practical search zones include Philadelphia and nearby SEPTA-served suburbs/counties, or Washington, DC and the close-in Maryland/Northern Virginia suburbs served by Metro. Non-local candidates should have a concrete relocation plan before advancing.

Rationale