Senior Compensation Lead

Requirements

• Certified Compensation Professional (CCP) designation or progress toward certification.
• Workday certifications in HCM, Compensation/Advanced Compensation, and/or Reporting.
• Experience with equity administration tools and Total Rewards systems.
• Experience in large, complex,

Benefits

Additional Information

Wabtec is seeking an analytical, collaborative, and innovative Sr. Compensation Lead to join our team. This role provides compensation subject matter expertise and delivers high-quality support to HR and business stakeholders. The Sr. Compensation Lead will be Wabtec's compensation lead for our Workday HCM system, leading and supporting the governance of our job architecture, and supporting/managing other compensation programs (including incentive programs, compensation data analysis, program rollouts, and reward and recognition initiatives). Essential Duties and Responsibilities Workday Compensation Systems Leadership Act as the functional lead and subject matter expert (SME) for the Workday Compensation module. Partner with local HR to translate compensation programs (Allowances, Retention, Rewards) into Workday system configurations, including plan rules and calculation logic. Partner with local HR in capturing benefits in kind in Workday (company car, etc.) and improve the upload of contractual amendments documenting Compensation and benefit exceptions. Lead the design, configuration, maintenance, and optimization of Workday compensation transactions, train local HR and Managers to ensure consistency in usage. Partner with HRIS and Compensation teams to enhance system capabilities and program effectiveness. Stay current on Workday enhancements and implement system improvements. Identify opportunities for automation, standardization, and process optimization. Global Compensation Planning Partner with Compensation Regional Teams to consolidate annual EOP budgets, including Merit and Collective Bargaining Agreement (CBA) budgets for each legal entity across +40 countries. Liaise with Finance for budget accruals. Own end-to-end annual compensation planning execution, including Workday configuration, testing, launch, communications, manager training, payroll implementation, and post-cycle analysis. This process covers the majority of employees at Wabtec globally (from blue-collar workers to executives, +30k employees, +40 countries) and includes Merit, bonus, and Equity planning. Configure and maintain compensation review plans, eligibility rules, budgets, merit matrices, and guidelines. Ensure feedback is collected post-planning and improvements factored in for continuous improvement. Job structure Governance and Optimization Partner with HRBPs and business stakeholders to improve and optimize the Wabtec Job architecture Lead the governance of any change in job family groups and job codes. Develop and maintain Workday reports to support consistency and audit readiness on Job and salary structures. Support the job mapping in the context of M&A Compensation Advisory and Program Management Serve as a trusted advisor to HR, managers, and employees on compensation programs, policies, and practices. Administer and support broad-based compensation and incentive programs, ensuring accuracy, compliance, and alignment with business objectives. Conduct market analysis through salary surveys and benchmarking to support competitive compensation strategies. Partner cross-functionally with Legal, Tax, Payroll, and HR stakeholders on compensation-related matters. Deliver data-driven insights through analysis, reporting, and actionable recommendations to business leaders. Reporting, Analytics, Data Integrity Develop and maintain Workday reports, dashboards, calculated fields, and analytics to support planning and decision-making. Ensure data integrity through audits and collaboration with HR Operations and Payroll to resolve discrepancies. Support compliance and audit activities through documentation and reporting. Required Qualifications Bachelor's degree in HR, Finance, Accounting, Information Systems, Computer Science, or a related field, or equivalent experience. 4-7+ years of progressive experience in Compensation, HR, or HR systems, with a strong focus on Workday. Demonstrated expertise in Workday Compensation and solid understanding of Core HCM data structures. Experience supporting large-scale annual compensation planning cycles, including system configuration and administration. Strong understanding of compensation strategy, job architecture, pay structures, and market benchmarking. Advanced proficiency in Microsoft Excel and PowerPoint. Experience building Workday reports, including advanced/matrix reports, dashboards, and calculated fields. Strong analytical, problem-solving, and critical thinking skills. Ability to manage multiple priorities in a fast-paced environment. Strong understanding of HR processes and employee lifecycle events. Demonstrated ability to handle sensitive information with confidentiality.

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