Senior Compensation Partner

Job Location: US, Remote. Must work and reside within the US.

Job Overview: 

Cambium Learning Group is seeking an experienced Senior Compensation Partner reporting into the VP, Total Rewards and People Operations to help evolve our compensation programs and serve as a trusted advisor to business leaders across multiple business units. This role partners closely with People Experience Business Partners and leaders to provide compensation consulting, market pricing, job evaluation, and compensation recommendations that support business objectives and a consistent employee experience. 

In addition to broad-based compensation partnership, this role plays an important role in supporting Cambium’s sales incentive compensation programs, partnering with Sales, Finance, and Sales Operations to design, administer, and continuously improve incentive plans. 

This is a highly visible individual contributor role reporting to the VP, Total Rewards & People Operations. Success requires strong compensation consulting and business partnership skills, sound judgment, and the ability to translate business strategy into practical compensation solutions. 

Job Responsibilities: 

Compensation Partnership 

• Partner with leaders and People Experience Business Partners (PXBPs) to evaluate and guide compensation decisions, ensuring pay practices are competitive, consistent, and aligned with business needs. 

• Build trusted partnerships with assigned client groups, providing proactive compensation guidance and helping leaders navigate complex compensation decisions. 

• Provide consultative guidance to PXBPs, people leaders, and other stakeholders on compensation decisions, job leveling, and pay competitiveness within assigned client groups. 

• Conduct market pricing and benchmarking analyses for broad-based pay and variable compensation programs to inform compensation decisions and maintain market competitiveness. 

• Support career architecture, job evaluation, and leveling initiatives across the organization. 

• Review compensation recommendations for job offers and provide guidance to Talent Acquisition and business leaders to support equitable and market-aligned decisions. 

• Develop and present compensation recommendations that balance market data, internal equity, and business objectives. 

Compensation Enablement 

• Build the materials, guidance, and processes that help leaders, PXBPs, and employees understand and apply both sales incentive and broader compensation programs effectively. 

• Develop and continuously improve compensation processes, tools, and templates to increase clarity, consistency, and efficiency across compensation programs. 

• Identify process gaps, inefficiencies, and risks within compensation programs; recommend and implement improvements that make programs easier for leaders and employees to navigate.

• Communicate compensation concepts clearly to people leaders, PXBPs, and employees, helping stakeholders understand how compensation programs work and how decisions are made. 

• Develop clear, executive-ready materials and summaries that translate compensation data and decisions into understandable guidance. 

• Develop and maintain clear guidelines and guardrails that guide compensation program design and related decisions. 

Sales Incentive Compensation 

• Translate sales strategy and go-to-market priorities into well-defined incentive plan designs, including structure, performance measures, and payout mechanics. 

• Partner closely with Sales leadership, Finance, and Sales Operations to design, implement, and continuously improve Cambium’s sales incentive plans, ensuring programs align with business priorities, drive intended sales behaviors, and can be effectively administered. 

• Provide guidance on sales incentive plan design by evaluating business priorities and recommending plan enhancements that support business objectives. 

• Partner with cross-functional stakeholders to identify opportunities to improve sales compensation processes, evaluate technology solutions, and enhance the scalability, transparency, and administration of sales incentive programs. 

• Present incentive plan recommendations and supporting analysis to key stakeholders, facilitating alignment and driving decision-making. 

Job Requirements: 

• Experience in owning and leading compensation design decisions in partnership with business leaders, Finance, and HR Business Partners to shape compensation programs and guide compensation decisions. 

• Strong compensation expertise, including market pricing, benchmarking, salary structure management, and job leveling. 

• Strong communication and facilitation skills, with the ability to explain complex compensation concepts, challenge assumptions, and guide stakeholders through compensation decisions. 

• Demonstrated judgment and comfort operating in ambiguity, with the ability to make and defend compensation recommendations. 

• High proficiency with Excel and the ability to build clear, professional analysis and summary materials (tables, charts, presentations). 

• Experience working in Workday to support compensation processes and data management is required; experience with incentive compensation platforms such as Xactly, Varicent, or similar tools is a plus. 

• Experience supporting sales incentive compensation programs, including incentive plan design, implementation, or administration, is highly desirable. 

• Self-motivated, collaborative, and results-oriented, with a strong sense of ownership and follow through

What We Offer 

• The opportunity to play a key role in shaping Cambium’s enterprise compensation programs across multiple business units. 

• Exposure to and collaboration with Cambium’s senior leaders. 

• A collaborative team environment where your expertise, ideas, and execution will help shape the future of Cambium’s Total Rewards programs. 

To learn more about our organization and the exciting work we do, visit www.cambiumlearning.com 

Remote First Work Environment 

Our Remote First approach gives employees the flexibility and trust they need to effectively balance work with life. It creates a culture in which all employees are valued and where success is measured in results. It allows us to work collaboratively, inclusively and for greater positive impact, regardless of our individual locations.

If you will be working remotely, either occasionally or on a permanent basis, you must have a reliable internet connection through a cable or fiber-optic broadband service with minimum speeds of 10 Mbps download and 5 Mbps upload.

The successful candidate will be expected to actively participate in video-based interviews during the recruiting process and ongoing virtual meetings with their camera on, as part of their role. To maintain confidentiality and ensure a fair evaluation process, the use of note-taking tools, reference materials, or AI-powered tools (including generative AI, language models, or similar technologies) during interviews or other selection activities is prohibited unless prior written approval has been obtained from the People Experience team. If you require an exception for medical, accessibility, or other reasons, please contact your Talent Acquisition team member to discuss accommodations in advance.

As part of our Remote-First benefits, Cambium offers reimbursement to help cover the cost of setting up your home or remote office.

An Equal Opportunity Employer

We are dedicated to fostering a culture that celebrates unique backgrounds, ideas, and experiences. All qualified applicants will receive consideration for employment without discrimination on the basis of race, color, age, religion, sex (including pregnancy, gender, gender identity/expression, or sexual orientation), national origin, protected veteran status, disability, or genetic information (including family medical history).

We will provide reasonable accommodations for qualified individuals with disabilities.  You may request an accommodation during the recruiting process with your Talent Acquisition team member.