Basic Information

NY NY 100 W 33rd
Posted Date
Human Resources
IPG Health Corporate Global
Job Code
Job Type

Job Description

Associate Director, Compensation Business Partner 


As part IPG Health’s Rewards & Recognition team, the Associate Director, Compensation Business Partner will provide compensation expertise, guidance, and support to our organization’s competitive pay programs.  Working in strong collaboration with our HR Business Partners and Talent Acquisition teams across IPG Health’s global network of agencies, this role will lead the execution of all compensation programs across the company.  This role will look to identify opportunities to better meet the needs of the business related to compensation programs and processes.  The role will report to the SVP, Director of Compensation.

Essential Functions:

Act as a partner to the organization by providing expertise and counsel to the business, HR Business Partners and Talent Acquisition on compensation matters in support of business operations (to include salary management, compensation plan design and program administration, new hire and retention needs, and Compensation policies and procedures)

Provide guidance to HR Business Partners with off cycle requests for salary increases.  Counsel Talent Acquisition by providing guidance on the structuring of compensation packages for new management level hires.

Lead the annual salary review process, working with HR colleagues to ensure optimal HR data in planning tool, providing insights on market trends and conducting analysis to ensure ongoing market competitiveness for our roles. 

Oversee salary survey review and submission process globally. Work with HR Partner to ensure we have mapped jobs externally. Provide analysis on returned data including overall market trends, position to market, cost to market and salary range movement.

Provide for administrative execution of increase and bonus cycles, partnering with HR Business Partners on the communications of it to managers, employees, and other stakeholders. Oversee in partnership with IPG HR Operations the administration of compensation changes in HRIS systems.

Support the development of tools and resources to empower HR Business Partners and talent acquisition to formulate compensation decisions aligned with the organization compensation strategy and policies as well as educate them on all aspects of compensation.

Provide analysis and insight related to job architecture guidelines to align with the changing needs of businesses and operations.

Propose C&B solution (e.g. incentive plan design, labor cost analysis modeling, pay equity analysis) based on business needs and requirements.

Ensure compliance with federal, state, and local legal and regulatory requirements, maintaining a proactive approach with new and anticipated changes to legislation and regulation, which may impact organizational processes and objectives.

Education and Experience

BA/BS in Economics, Business Administration or similar field.

4+ years of experience in compensation analyst/consultant role.

Experience working with HR business partners and senior leaders.

Experience with analytics, advanced Excel (experience in formulas, functions, pivots, writing macros), and the ability to maintain complex spreadsheets and summarize data. PowerPoint and HR Systems.

Experience in one or more of the following compensation disciplines: salary and incentive plan design and administration, sales compensation, international compensation, equity compensation, executive pay.

Understanding of compensation design, benchmarking, administration, and engagement for salaried employees.


Formal certifications, such as Certified Compensation Professional (CCP) and compensation coursework a plus.

For U.S. Job Seekers

It is the policy of IPG Health and any of its affiliates to provide equal employment opportunities to all employees and applicants for employment without regard to race, religion, color, ethnic origin, gender, gender identity, age, marital status, veteran status, sexual orientation, disability, or any other basis prohibited by applicable federal, state, or local law. EOE/AA/M/D/V/F.