About Acrisure

A global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services – and more. 

In the last eleven years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win.

Job Summary:

The Compensation Partner plays a key role in supporting the development, execution, and administration of global compensation programs. Reporting to the Director, Compensation, this role partners closely with HR Business Partners, Talent Acquisition, and business leaders to deliver thoughtful, data-driven insights and ensure alignment with Acrisure’s compensation philosophy and business goals. This individual will support compensation analytics, benchmarking, job evaluations, offer consultations, and annual cycle planning, contributing to a consistent and scalable global compensation framework.

Responsibilities (list of main duties and responsibilities in role):

Support the design, implementation, and governance of the enterprise-wide job architecture framework, including job leveling, titling conventions, and job family structures.Conduct compensation benchmarking using market data tools to evaluate internal roles, ensure market competitiveness, and support pay decisions.Support job leveling, pricing, and internal equity analysis across business units and functions.Advise HR and Talent Acquisition on salary recommendations, new hire offers, and promotion adjustments.Collaborate on the annual compensation planning process, including merit, bonus, and long-term incentive cycles.Assist in preparing compensation dashboards, reporting, and analytics to inform program decisions and executive review materials.Contribute to the development and documentation of compensation guidelines, policies, and internal resources.Participate in salary survey submissions, ensuring accuracy and completeness of data.

This description is not meant to be all-inclusive and may be modified from time to time at the discretion of management.

Requirements

The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Required Qualifications

Strong analytical skills with the ability to translate data into actionable insightsExcellent attention to detail and organizational skillsStrong interpersonal and communication skills, with ability to consult and influence across functions

Preferred Qualifications

Experience with compensation benchmarking platforms (e.g., MarketPay, PayFactors, CompAnalyst) and benchmarking databases (Radford, Mercer, or similar)Familiarity with Workday or other similar HRIS systemsExperience in high-growth or decentralized organization models

Education/Experience:

Required Experience

3–5 years of progressive experience in compensation or related HR rolesDemonstrated experience in job analysis, market pricing, and compensation data managementProficiency in Excel, including use of formulas, pivot tables, and data visualization tools

Preferred Experience

Experience supporting annual compensation planning cycles end to end including build/configuration in Workday or similar HRISExposure to compensation structures and market practices within the insurance industryFamiliarity with incentive plan administration

Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership. 

Benefits & Perks:

Competitive compensationFlexible vacation policy, paid holidays, and paid sick time Medical Insurance, Dental Insurance, and Vision Insurance (employee-paid)Company-paid Short-Term and Long-Term Disability InsuranceCompany-paid Group Life insuranceCompany-paid Employee Assistance Program (EAP) and Calm App subscriptionEmployee-paid Pet Insurance and optional supplemental insurance coverageVested 401(k) with company match and financial wellness programsFlexible Spending Account (FSA), Health Savings Account (HSA) and commuter benefits optionsPaid maternity leave, paid paternity leave, and fertility benefitsCareer growth and learning opportunities…and so much more!

Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location.

Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York.

Acrisure is committed to employing a diverse workforce. All applicants will be considered for employment without attention to race, color, religion, age, sex, sexual orientation, gender identity, national origin, veteran, or disability status.  California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at www.Acrisure.com/privacy/caapplicant.

#LI-Onsite

Acrisure is committed to employing a diverse workforce. All applicants will be considered for employment without attention to race, color, religion, age, sex, sexual orientation, gender identity, national origin, veteran, or disability status.  California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at www.Acrisure.com/privacy/caapplicant.
 

To Executive Search Firms & Staffing Agencies: Acrisure does not accept unsolicited resumes from any agencies that have not signed a mutual service agreement. All unsolicited resumes will be considered Acrisure’s property, and Acrisure will not be obligated to pay a referral fee. This includes resumes submitted directly to Hiring Managers without contacting Acrisure’s Human Resources Talent Department.