Job Description

Locations

• Cupertino, California, United States 95014

Salary

Skills Required

• developing compensation approachesintermediate
• maintaining competitive compensationintermediate
• advising on designintermediate
• advising on implementationintermediate
• advising on communicationintermediate
• advising on administrationintermediate
• leading efforts in crafting strategyintermediate
• managing projectsintermediate
• managing deadlinesintermediate
• managing communicationsintermediate
• managing ideas in different time zonesintermediate

Required Qualifications

• 7-10+ years of progressive experience in compensation strategy and program design within a multi-national organization, preferably with exposure to high-volume retail or similar industries. (experience, 10 years)
• Demonstrated expertise in developing, implementing, and managing complex compensation programs (e.g., base pay, variable pay, equity). (experience)
• Exceptional analytical and quantitative skills, with advanced proficiency in Excel/spreadsheet modeling and the ability to translate complex data into strategic insights and recommendations. (experience)
• Strong storytelling capabilities; a proven ability to influence and advise senior leaders and cross-functional partners with clear, confident, and persuasive communication. (experience)
• Strong business acumen, capable of understanding organizational objectives and translating them into effective compensation strategies. (experience)
• A proactive, independent, and resilient self-starter who thrives in a fast-paced, ambiguous, and complex matrix environment, adept at balancing multiple priorities. (experience)
• Deep knowledge of global competitive market pay practices, trends, and regulatory requirements. (experience)
• Outstanding process management, planning, and organizational skills, with a keen eye for detail and a dedication to excellence. (experience)
• High integrity and discretion in handling confidential information. (experience)

Preferred Qualifications

• Experience in Retail or other industries with high volume organizations (experience)
• Master’s degree in a quantitative field or MBA is a plus (degree in a quantitative field or mba is a plus)

Responsibilities

• As a Compensation Strategy Partner, you’re in charge of developing and maintaining competitive and innovative compensation approaches for Apple Retail, where the best of Apple comes together to deliver an only-at-Apple experience. You'll advise on the design, implementation, communication, and administration of our global programs and lead efforts in crafting an innovative compensation strategy in alignment with Apple’s Global Compensation Philosophy. When it comes to managing projects, deadlines, communications, and ideas in different time zones, you’ve got it under control.
• Lead Project Management & Implementation: Own and lead global and local compensation projects, from concept to execution, including continuous enhancement of compensation programs and practices (e.g., base pay structures, incentive plans, recognition programs) specifically tailored for Apple Retail, ensuring alignment with Apple’s Global Compensation Philosophy and business objectives.
• Provide Strategic Consultation: Serve as a trusted advisor to senior Retail leadership and People Business Partners, offering expert data-driven guidance and persuasive recommendations on compensation philosophy, policy, and practice.
• Champion Change Management & Communication: Develop and execute compelling change management, communication, and education strategies that effectively engage employees, managers, and stakeholders on compensation programs.
• Optimize Processes & Innovation: Continuously innovate compensation processes, tools, and methodologies with innovative solutions to improve efficiency, accuracy, and the overall compensation experience.
• Craft Data-driven Recommendations: Perform analytics from internal and external sources and proactively provide recommendations to the business. Participate and provide guidance in cyclical compensation reviews and routine activities like job reviews and ad hoc pay analyses.
• Foster Collaborative Partnerships: Build and maintain strong, collaborative relationships with HR, Recruiting, Finance, Legal, and other cross-functional teams, as well as within the broader Compensation organization, to ensure integrated and effective solutions.

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