Senior Compensation Partner

What We Need

Corpay is currently looking to hire a Senior Compensation Partner within our HR division. This position falls under our Shared Services line of business and is in Atlanta, GA. In this role, you will be a trusted advisor to HR and business leaders while owning important enterprise compensation programs and processes. You will bring established compensation expertise to real business questions—from offers, job leveling, and retention to annual compensation decisions, bonus programs, and system improvements.

This is a hands-on, high-autonomy role for someone who wants meaningful ownership without people-management responsibility. You will work within a clear compensation philosophy and job architecture, while having the room to improve how compensation programs operate, scale, and support the business.

How We Work 

As a Senior Compensation Partner, you will work in a virtual environment

Corpay will set you up for success by providing: 

• Company-issued equipment  

• Formal, hands-on training

Role Responsibilities  

The responsibilities of the role will include: 

Partnering with the business

• Serving as the primary compensation partner for assigned business groups and HR Business Partners.
• Advising on market positioning, offers, promotions, retention actions, reorganizations, job leveling, job mapping, compression, and compensation exceptions.
• Turning complex and sometimes incomplete information into clear, practical recommendations.
• Providing thoughtful challenge when a proposed action does not align with compensation philosophy, job architecture, internal equity, or established governance.
• Partnering closely with Talent Acquisition, HRBPs, HRIS, Finance, Payroll, and business leaders to resolving compensation needs and supporting decisions.

Owning meaningful enterprise programs

• Leading designated enterprise compensation programs from planning through execution, communication, governance, and continuous improvement.
• Owning the corporate bonus program, including objective-setting, stakeholder coordination, participant communications, results collection, payout calculations, approval materials, training, resources, and process governance.
• Working with Finance and HR partners to ensuring program inputs and outcomes are accurate, complete, and delivered on time.
• Identifying opportunities to strengthening program design, controls, efficiency, and participant experience.
• Leading compensation workstreams as manual processes are moving into HR technology, including the planned transition of the corporate bonus program into Workday.

Helping lead the annual compensation cycle

• Co-leading annual compensation activities alongside the Compensation Partner.
• Helping ensure the process is ready to run—from system configuration, testing, and validation through communications, training, issue resolution, approvals, and closeout.
• Facilitating HR partner meetings and providing practical guidance throughout the cycle.
• Keeping work moving and solving problems without requiring routine VP involvement.
• Recommending improvements that are making the cycle more accurate, efficient, controlled, and easier for stakeholders to navigate.

Applying and strengthening job architecture

• Using established job architecture and compensation frameworks to evaluating jobs, organizational changes, acquisitions, and business requests.
• Making job-mapping recommendations based on the work, scope, accountability, complexity, and decision authority required—not titles, budgets, or incumbents.
• Partnering with HRIS and HR stakeholders to supporting accurate job creation, mapping, maintenance, and data integrity.
• Applying market data, salary structures, geographic differentials, and compensation tools to supporting informed business decisions.
• Escalating structural, philosophical, or precedent-setting questions when needed.

Improving how compensation gets done

• Leading or contributing to compensation projects based on business priorities and team capacity.
• Identifying operational problems, determining practical solutions, and implementing improvements within established strategy and governance.
• Supporting compensation work related to acquisitions, reorganizations, pay transparency, policy changes, system enhancements, and other enterprise initiatives.
• Creating scalable documentation, resources, controls, and processes that are making compensation work more consistent and effective.

Qualifications

• 4-6 years of significant progressive compensation experience in broad-based compensation
• Strong knowledge of market pricing, salary structures, job evaluation and leveling, annual compensation processes, incentive programs, and compensation analytics.
• Experience independently advising HR and business stakeholders on complex compensation matters.
• Experience leading or owning significant compensation programs or processes from planning through execution.
• The ability to balance sound technical judgment with practical business partnership.
• Strong analytical skills and comfort working with complex compensation data.
• Advanced Excel skills or equivalent ability to efficiently analyze, validate, and communicate data.
• Experience improving processes, creating structure, and bringing order to work that may not yet be fully defined.
• Strong written and verbal communication skills.
• The judgment to know when to resolve an issue independently and when to escalate.
• Experience administering incentive programs through Workday or implementing compensation processes in Workday is helpful but not required.

Benefits & Perks 

• Medical, Dental & Vision benefits available the 1st month after hire 

• Automatic enrollment into our 401(k) plan (subject to eligibility requirements) 

• Virtual fitness classes offered company-wide  

• Robust PTO offerings including major holidays, vacation, sick, personal, & volunteer time 

• Employee discounts with major providers (i.e. wireless, gym, car rental, etc.) 

• Philanthropic support with both local and national organizations 

• Fun culture with company-wide contests and prizes  

Pay Transparency

The expected salary range for this position is $116,000 – $140,000, based on the candidate’s work location. This range reflects a good faith estimate of the expected compensation for this role at the time of posting. The final offer will be determined based on job-related factors including skills, experience, qualifications, and applicable market conditions. Compensation may vary based on geographic location and will be confirmed during the hiring process. Additional compensation and benefits, including incentive programs, health coverage, retirement plans, paid time off, and other benefits (where applicable), may also be provided. 

About Corpay

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Learn more about Corpay: https://www.corpay.com

Transparency & Compliance

Equal Opportunity Employer

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Candidate Privacy Notice

For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy.

Pay Philosophy

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.