If you’re passionate about becoming a Nationwide associate and believe you have the potential to be something great, let’s talk. At Nationwide®, “on your side” goes beyond just words. Our customers are at the center of everything we do and we’re looking for associates who are passionate about delivering extraordinary care.

This position will support corporate compensation for one of Nationwide Busines units.

The preferred candidate will be proficient using AI and have strong technical skills including Excel and reporting. Knowledge of executive compensation preferred.

Hybrid work schedule.

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Job Description Summary

Do you thrive where you can build a strong corporate culture, develop and lead strategic initiatives, HR team, and support associates developing to their fullest potential? At Nationwide, our Corporate Compensation team understands the business and collaborates with our Human Resources partners and leaders to help the business grow.

As Compensation Consultant, you will provide compensation guidance for a specific segment of the company, serving as an advisor to Human Resource (HR) business partners and business leadership to successfully implement Nationwide's compensation programs and policies. You'll assist with enterprise policy and program design, ensuring alignment with the mission, values and business strategy. You must display confidence, accountability and resilience in a fast-paced environment. If you have a good background in compensation, have a passion for collaboration, analysis and producing results in an effective and efficient manner, this is the job for you!

Job Description

Key Responsibilities:

• Assists in implementing and handling compensation philosophy and programs for a specific business or function(s) of the company.

• Establishes and maintains a good relationship with HR and business leaders to demonstrate influence and impact on compensation outcomes. Counsels on pay decisions, incentive plans, compensation practices and interpretation of policies and guidelines. Assists with the annual compensation planning process, including merit process, review and design of short-term incentive plans, long-term incentives and merit increases.

• Understands the challenges and opportunities of the business supported. Guides the decision-making process and outcomes by providing detailed analysis/models, innovative recommendations and sound advice to leaders and HR partners.

• Ensures that jobs are appropriately valued based on external market data and internal equity. Maintains an in-depth understanding of the compensation salary survey database of external wage rates and programs. May participate in salary survey group meetings as needed.

• Assists, as needed, in developing, delivering and implementing compensation-related communications and training to educate HR and business leaders.

• Collaborates with Recruiting to support and advise leaders on compensation-related activities about strategic new hire offers, promotions, etc. Recommends offer components to include base, short- and long-term incentives and replacement compensation.

• Seeks market intelligence and develops deep understanding of compensation trends to provide informed compensation solutions. Networks with compensation professionals in other companies and professional organizations to stay current on effective practices and emerging topics.

• Leads project teams, when required, and leads projects to address sophisticated and strategic compensation issues. May represent the company on task forces, committees and project assignments.

• Makes process improvement recommendations to increase efficiencies and customer satisfaction. Uses technology to improve effectiveness. Designs new processes, improves current products and develops new products that add value to the customer.

May perform other responsibilities as assigned.

Reporting Relationships: Reports to Director or Senior Consultant. May have opportunity to lead others in a matrix reporting or project-based relationship. Serves as an internal subject matter specialist and mentor to other compensation associates.

Typical Skills and Experiences:

Education: Undergraduate studies in areas such as business administration, human resource management, psychology, or related areas preferred.

License/Certification/Designation: Certified Compensation Professional (CCP) certification preferred.

Experience: Typically, eight or more years of related experience in compensation. Project management experience. Prefer business/insurance experience as well.

Knowledge: Confirmed knowledge of compensation theory and practices, including job analysis, design, evaluation, salary administration and incentive plan design. Must have a detailed understanding of market measures, including impact, assessment, measurement and application. Shown knowledge in human resources subject areas, e.g., recruitment and selection, training and development, performance management, change management, organization design and legal compliance. Must have an understanding of statistical concepts and analysis used in making compensation decisions and competitor analysis.

Skills:

Able to conceptualize a business problem, define relevant issues, determine a methodology for exploring the problem, define alternatives and develop recommendations. Must have ability to write clearly and succinctly in a variety of communication settings and styles regarding sophisticated compensation information; presents messages in a manner that achieves a desired effect. Deals comfortably with all levels of management.

Other criteria, including leadership skills, competencies and experiences may take precedence.

Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.

Values: Regularly and consistently demonstrates the Nationwide Values.

Job Conditions:

Overtime Eligibility: Not Eligible (Exempt)

Working Conditions: Normal office environment. Occasional travel. Non-standard or extended work may be required based on project needs.

ADA: The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties.

Benefits

We have an array of benefits to fit your needs, including: medical/dental/vision, life insurance, short and long term disability coverage, paid time off with newly hired associates receiving a minimum of 18 days paid time off each full calendar year pro-rated quarterly based on hire date, nine paid holidays, 8 hours of Lifetime paid time off, 8 hours of Unity Day paid time off, 401(k) with company match, company-paid pension plan, business casual attire, and more. To learn more about the benefits we offer, click here.

Nationwide is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive culture where everyone feels challenged, appreciated, respected and engaged. Nationwide prohibits discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to any characteristic (or classification) protected by applicable law.

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NOTE TO EMPLOYMENT AGENCIES:

We value the partnerships we have built with our preferred vendors. Nationwide does not accept unsolicited resumes from employment agencies. All resumes submitted by employment agencies directly to any Nationwide employee or hiring manager in any form without a signed Nationwide Client Services Agreement on file and search engagement for that position will be deemed unsolicited in nature. No fee will be paid in the event the candidate is subsequently hired as a result of the referral or through other means.