# Compensation Program Lead - Base Pay and Job Architecture at HP

HP is hiring a Compensation Program Lead - Base Pay and Job Architecture. It pays $116k-$170k a year and Level rates it Little AI ●○○○; you can [apply on Level](https://jobsbylevel.com/go/1ebc77ab-cc32-410c-8e4a-ff3b24b57246?utm_medium=ai-agent).

AI Level 1, AI centrality 37 out of 100. Spring, Texas, United States of America.

## Details

- Company: [HP](https://jobsbylevel.com/companies/hp)
- AI level: AI Level 1 (score 37 out of 100)
- Location: Spring, Texas, United States of America
- Salary: $116k-$170k
- Posted: October 15, 2026
- Apply: https://jobsbylevel.com/go/1ebc77ab-cc32-410c-8e4a-ff3b24b57246?utm_medium=ai-agent

## Description

Compensation Program Lead - Base Pay and Job Architecture Description - The base pay and job architecture lead is responsible for designing, implementing, and maintaining the global base pay and job architecture programs that impact over 55K employees globally. This role ensures that the base pay and job architecture programs are market competitive, and aligned with the company's compensation philosophy and business needs. This role will also influence and drive key compensation programs globally in a diverse and dynamic tech environment. Responsibilities Manage HP’s base pay programs end to end by setting the base pay strategy, developing budget forecasts, and supporting rollout and delivery to 55,000+ employees Maintain job architecture to ensure the accurate classification of work, and lead any projects related to Job Architecture maintenance and updates Support the annual benchmarking, structure development, and market pricing process through data/system management Partner successfully with various internal stakeholders across the company such as HR, Compliance, Legal, Finance etc. as well as external vendor partners in the delivery and support of compensation programs Provide analytical and consultative support on a variety of compensation projects and initiatives Contribute to, support, and drive global projects such as Annual Rewards Cycle, M&A, training, communications Monitor and evaluate the effectiveness and impact of the base pay and job architecture programs and policies, and propose enhancements and improvements as needed Stay abreast of the latest trends, developments, and best practices in base pay and job architecture, and provide thought leadership and insights to the compensation team and the business Successfully crafts and delivers executive level summaries to influence senior management decision making Education & Experience Recommended Four-year or Graduate Degree in Human Resources, Organizational Development, Finance, Business, or any other related discipline or commensurate work experience or demonstrated competence. Typically has 10+ years of work experience, preferably in compensation management and administration, employee benefits and rewards, finance, or a related field. Deep technical competency including experience and knowledge of Microsoft Excel, Access (VBA knowledge a plus) and PowerBI Experience properly securing, protecting, and managing sensitive and confidential data Excellent analytical, problem-solving, and decision-making skills, with the ability to manipulate and interpret large and complex data sets. Strong communication, presentation, and influencing skills, with the ability to communicate effectively with different audiences and levels. Highly collaborative, team-oriented, and customer-focused, with the ability to build and maintain positive relationships with internal and external stakeholders. Preferred Certifications Professional in Human Resources (PHR)/ Senior Professional in Human Resources (SHPR) Society for Human Resource Management (SHRM) Certified Compensation Professional (CCP) Compensation Management Specialist (CMS) Compensation Benefits Professional (CBP) Knowledge & Skills Job Architecture Job Evaluation Benchmarking Market Trend Dashboard Data Analysis Data presentation Economics Human Resource Management Human Resources Information System (HRIS) Performance Management Process Improvement Project Management Auditing Regulatory Compliance Risk Management Workday (Software) Cross-Org Skills Effective Communication Results Orientation Learning Agility Digital Fluency Customer Centricity Impact & Scope Impacts large functions and leads large, cross-division functional teams or projects. Complexity Provides highly innovative solutions to complex problems within established policy. Disclaimer This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities,

The description is cut here. Read the full offer: https://jobsbylevel.com/jobs/compensation-program-lead-base-pay-and-job-architecture-at-hp-72d4e1

Source: https://jobsbylevel.com/jobs/compensation-program-lead-base-pay-and-job-architecture-at-hp-72d4e1

## Cite this page

Level. https://jobsbylevel.com/jobs/compensation-program-lead-base-pay-and-job-architecture-at-hp-72d4e1.

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