Senior Compensation Specialist

WHO WE ARE: Zinnia is the leading technology platform for accelerating life and annuities growth. With innovative enterprise solutions and data insights, Zinnia simplifies the experience of buying, selling, and administering insurance products. All of which enables more people to protect their financial futures. Our success is driven by a commitment to three core values: be bold, team up, deliver value – and that we do. Zinnia has over $180 billion in assets under administration, serves 100+ carrier clients, 2500 distributors and partners, and over 2 million policyholders. WHO YOU ARE: We are seeking an experienced, analytical, and highly collaborative Senior Compensation Specialist to support the design, administration, and continuous improvement of our global compensation programs. This role will play a key part in ensuring our compensation practices are competitive, equitable, scalable, and aligned with our business strategy across multiple geographies, including the United States, India, and Canada. The ideal candidate brings strong compensation expertise, global perspective, exceptional analytical and project management skills, and experience working with compensation technology and market data platforms. This role will have primary responsibility for maintaining our job architecture within Kamsa, ensuring compensation data remains current and accurate, and managing key compensation processes throughout the employee lifecycle. Manage the day-to-day administration of global compensation programs, policies, and practices across multiple geographies, including the U.S. and India. Own and maintain the organization’s job architecture within Kamsa, including job families, sub-families, career levels, job profiles, titles, and compensation ranges. Manage the monthly refresh and validation of employee, job, and compensation data in Kamsa, ensuring data is accurate, complete, and current. Maintain appropriate job mappings and market benchmarks across applicable geographies and labor markets. Manage the complete lifecycle of two compensation cycles annually, including project planning, eligibility, guidelines, budgets, system administration, communications, audits, and post-cycle reporting. Manage compensation reviews for all employee promotions, market adjustments, and other off-cycle compensation changes. Conduct market analyses and internal equity reviews to support compensation recommendations across global employee populations. Conduct market pricing for new and existing positions using relevant compensation surveys and market data sources, including appropriate benchmarking for India and other international markets. Partner with local and global HR teams to understand regional compensation practices, market dynamics, and employee needs. Support compensation programs in India by providing analysis and recommendations related to market competitiveness, job leveling, salary structures, promotions, and compensation positioning. Partner with HR, Legal, Finance, Payroll, and other stakeholders to help ensure compensation programs are administered consistently and in alignment with applicable local requirements and company philosophy. Lead and support the development, review, and maintenance of job descriptions across the organization. Ensure job descriptions align with the organization’s job architecture, career levels, compensation framework, and global job standards. Perform complex compensation analyses related to market competitiveness, internal equity, pay positioning, salary range penetration, compression, promotions, and workforce trends. Develop recurring and ad hoc compensation reports, dashboards, and presentations for HR and business leadership. Support annual or periodic salary structure reviews, market movement analyses, and geographic differential assessments. Identify potential pay compression, inversion, or internal equity concerns and recommend solutions. Participate in compensation surveys and manage survey submissions, data collection, and market matches across relevant countries. Support pay equity analyses, pay transparency initiatives, and other compensation compliance activities as appropriate. Serve as a compensation subject matter expert and provide guidance to HR Business Partners, Talent Acquisition, managers, and other stakeholders. Provide compensation guidance for offers promotions, reorganizations, job changes, retention situations, and international workforce decisions. Support organization