Reporting to the Head of Global Compensation, the Staff Compensation Consultant will play a critical role in designing, analyzing, and administering Lucid’s compensation programs while partnering closely with the broader HR team and business leaders supporting innovation-centric functions such as software development, advanced engineering, energy solutions, and customer experience, aligning compensation practices with strategic growth priorities. This role requires a strategic thinker with deep expertise in compensation who can provide data-driven insights and consultative guidance to support business objectives in a high-growth environment.
The ideal candidate is a proactive, detail-oriented professional with strong execution skills, a consultative mindset, and the ability to drive key compensation initiatives. They will be instrumental in ensuring Lucid’s compensation programs are competitive, equitable, and aligned with the company’s goals.
You Will:
- Lead complex compensation analyses and modeling to inform program design, pay decisions, and market competitiveness.
- Advise HR Business Partners and business leaders on compensation decisions, pay equity, and offer structuring, balancing external market data with internal alignment.
- Own the evaluation and leveling of new and evolving roles using Radford frameworks or similar methodology.
- Contribute to the evolution of global compensation structures, including salary ranges, geographic differentials, and bonus plan design.
- Collaborate across HR (TA, HRBPs, People Operations) to ensure compensation programs are well understood and consistently applied.
- Drive the preparation, analytics, and execution of cyclical compensation planning processes (e.g., merit, promotion, and bonus cycles).
- Manage compensation survey submissions and interpret results to guide competitive benchmarking efforts.
- Provide subject matter expertise on FLSA classifications, job architecture, and wage & hour compliance.
- Take ownership of compensation-related policies and documentation, contributing to the development and maintenance of governance standards.
You Bring:
- 8+ years of progressive experience in Compensation or Total Rewards.
- Bachelor’s degree in Human Resources, Finance, Business, or related field required; Master’s degree or CCP certification a plus.
- Demonstrated ability to independently lead and execute compensation projects with minimal guidance.
- Advanced Excel skills and experience with HRIS and compensation management systems (e.g., SuccessFactors Workday, Radford).
- Strong consultative skills and the ability to build credibility across functions and levels.
- Experience with job evaluation methodologies, market pricing, and internal equity analysis.
- Ability to interpret complex data, generate insights, and present recommendations clearly and effectively.
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