Lead the design, implementation, and governance of compensation programs aligned to business strategy, pay-for-performance principles, and Associated’s Total Rewards Philosophy.
Provide oversight of base pay, annual incentives (including sales compensation), and long-term/equity programs—ensuring scalability, market competitiveness, and alignment to business needs.
Partner with senior leaders to provide guidance on pay positioning, job architecture, and organizational design—balancing competitiveness, internal equity, and risk.
Deliver insights through market benchmarking, pay equity analysis, geographic differentials, and financial modeling to support budgeting, forecasting, and strategic decision-making.
Ensure compensation programs align with regulatory expectations for large financial institutions, with strong governance, controls, and risk mitigation practices.
Oversee annual planning processes (merit, incentive, and equity), ensuring disciplined execution, budget alignment, and clear outcomes.
Maintain adherence to federal/state regulations and internal policies while proactively identifying and mitigating compensation-related risks.
Lead, coach, and develop a Compensation team that delivers accurate, efficient, and compliant results while advancing capability and innovation.
Requirements
7+ years of progressive compensation experience within financial services or a complex, regulated environment
3–5 years of people leadership or leading high-impact compensation initiatives
Deep experience across core, incentive, and equity compensation
Bachelor's degree in Human Resources, Finance, Business, or related field (required)
MBA or advanced degree (preferred)
Certifications (Preferred) Certified Compensation Professional (CCP)