Compensation Advisor

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About the role

Compensation Advisor This role has been designed as 'Hybrid' with a requirement that you will work on average 2 days per week from an HPE office. Who We Are: Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE. Job Description: How will you make your mark Support the administration of global Compensation COE programs in alignment with HPE’s compensation philosophy and governance standards. Deliver accurate, timely, and data-driven analyses and recommendations that support effective compensation decisions. Market Analysis & Benchmarking • Participate in global compensation surveys and support end-to-end market-pricing activities, including job matching, data submission, result validation, and analysis. • Analyze external compensation data from survey providers such as Radford, Mercer, WTW, and other global industry sources. • Conduct benchmarking analyses and recommend salary range adjustments based on market movement, internal alignment, and evolving talent demand. Job Architectur e • Support the maintenance and evolution of HPE’s job architecture framework by reviewing job profiles, organizational changes, and market developments that may require framework updates. • Assist with job evaluations, job profile development, leveling assessments, and job family governance. • Partner with Business Compensation Consulting and business stakeholders to ensure accurate job classification and market alignment. • Support workforce transformation initiatives involving skills-based talent and AI-enabled work design. Base Pay Programs : • Support annual salary increase planning by preparing budget assumptions, consolidating inputs, and analyzing proposed allocations. • Maintain and evaluate geographic pay practices, including market-based pay zones, location-specific salary structures, and geographic pay differentials. • Administer supplemental pay programs and provide guidance on eligibility, application, and program requirements. • Support pay compliance reviews by monitoring regulatory requirements, validating program practices, and maintaining accurate documentation. Reporting & Complianc e • Maintain compensation reports, dashboards, and analytics. • Assist with audits, documentation, and governance reviews. • Ensure compliance with applicable federal, state, and global compensation regulations. AI & Process Transformation • Identify opportunities to automate repetitive compensation activities, simplify workflows, and reduce manual effort and cycle time across key compensation processes. • Build and maintain AI-enabled compensation solutions using technologies such as Microsoft Copilot, Power Platform, Power Automate, AI agents, analytics platforms, or similar tools. • Develop scalable tools, dashboards, and workflows that enhance decision-making and user experience. • Develop reusable prompts, templates, process documentation, and workflow automations to improve operational efficiency. • Establish controls and validation processes to ensure AI output remains accurate, compliant, and auditable. • Measure and communicate business impact through productivity gains, reduced cycle time, improved data qualit

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