Compensation Specialist

About Legence
Legence (Nasdaq: LGN) is a leading provider of engineering, consulting, installation, and maintenance services for mission-critical systems in buildings. The company specializes in designing, fabricating, and installing complex HVAC, process piping, and other mechanical, electrical, and plumbing (MEP) systems—enhancing energy efficiency, reliability, and sustainability in new and existing facilities. Legence also delivers long-term performance through strategic upgrades and holistic solutions. Serving some of the world’s most technically demanding sectors, Legence counts over 60% of the Nasdaq-100 Index among its clients.

Compensation Specialist

Job Title: Compensation Specialist
Reports To: Director, Compensation & Benefits
Location: Remote

Job Summary:

We are seeking a detail‑oriented Compensation Specialist to support the administration and ongoing evaluation of our compensation programs. This role focuses primarily on market pricing and benchmarking, job architecture, and compensation structures, with additional responsibilities in compensation data analysis and reporting, as well as pay equity and compliance support. The Compensation Specialist partners with HR Centers of Excellence, Finance, Legal, and business stakeholders to deliver accurate analyses, insights, and recommendations that support fair, competitive, and compliant pay practices.

 

Key Responsibilities:

Market Pricing & Benchmarking

• Conduct job evaluations and market pricing using third‑party compensation surveys and benchmarking tools.
• Analyze external market data and internal pay positioning to recommend salary ranges, targets, and premiums.
• Support pricing for new roles, re‑leveling, reorganizations, and other changes with clear documentation and data‑backed recommendations.
• Maintain benchmark job matches and support annual survey participation (job matching, submissions, and data review).

 

Job Architecture & Compensation Structure

• Support and maintain job architecture (job families, career levels, and titling conventions) to enable consistent leveling and career progression.
• Partner with HRBPs and leaders to review job leveling and ensure alignment to internal architecture and external market benchmarks.
• Consult on job descriptions to improve clarity, consistency, and alignment to job families/levels and benchmarking matches.
• Maintain and refine compensation structures (salary ranges and related guidelines) to support internal equity, market competitiveness, and scalable growth.

 

Compensation Data Analysis & Reporting

• Analyze internal compensation data (e.g., range penetration, compa‑ratio, compression, and progression) to identify trends and opportunities.
• Build and maintain compensation models, recurring reports, and dashboards to support leadership and HR decision‑making.
• Translate complex findings into clear insights and recommendations; ensure data accuracy and thoughtful documentation of assumptions.

 

Pay Equity & Compliance

• Support pay equity analyses and remediation planning, partnering with HR and Legal to align with applicable federal, state, and local requirements.
• Assist with compensation audit requests, documentation, and data validation; help maintain process controls and data integrity.
• Support pay transparency compliance (e.g., job posting ranges and related reporting) and maintain awareness of compensation‑related regulatory changes.

 

Stakeholder Partnership

• Coordinate and drive the day‑to‑day execution of annual compensation cycles (e.g., merit, bonus)—including planning support, system setup, administration, analysis, and validation—in partnership with HR and under the guidance of Compensation leadership.
• Provide compensation guidance to HR and business leaders for hiring, promotions, and internal mobility decisions; escalate complex cases and policy exceptions as needed.
• Perform other duties as assigned.

 

Required Qualifications:

• Bachelor’s degree in Human Resources, Finance, Business, Economics, or a related field
• Minimum of 3 years of experience in compensation (market pricing, job architecture, and/or compensation analysis) or a closely related role
• Demonstrated experience with:
  • Market pricing and compensation survey analysis using compensation tools
  • Job architecture framework and compensation structures
  • Compensation data analysis and reporting
• Strong Excel proficiency (e.g., pivot tables, lookups, data presentation)
• Ability to analyze data with a high degree of accuracy and attention to detail
• Ability to travel occasionally for business needs, meetings, and onsite collaboration (as required)

 

Preferred Qualifications:

• Experience supporting job leveling/job architecture frameworks and compensation structures.
• Familiarity with pay equity methods and pay transparency requirements.
• Experience with HRIS/compensation tools and basic dashboarding/reporting (e.g., CompAnalyst, MarketPay, Excel, Power BI, or similar).

 

#LI-CC1 #LI-Remote

 

Benefits Overview
401(k) Plan with Company Match: Currently match contributions dollar-for-dollar up to 4% of eligible pay; immediate vesting. 
Health & Welfare Benefits: Employer provided medical, dental, vision, prescription drug, Employee Assistance Program and accident & illness coverage. 
Life and Disability Insurance: Employer provided basic life insurance and AD&D valued at 50K coverage amount with the option for voluntary buy up for additional coverage.
Time Off: Flexible non-accrual vacation; company holidays per policy. (For California employees, this is separate from California paid sick leave, if applicable.)
Expenses: Business travel and related expenses reimbursed per company policy.

Reasonable Accommodations
If you need assistance or accommodations during the application or interview process, please contact us at [email protected] or your dedicated recruiter with the job title and requisition number.

Employment Eligibility
Candidates must have current work authorization in the U.S.; visa sponsorship is not available for this position.

Third-Party Recruiting Disclaimer
Legence and its affiliates do not accept unsolicited resumes from agencies; any such submissions without a prior signed agreement authorized by Legence Holdings LLC's CHRO or Director of Talent Acquisition will not incur fees and are considered property of Legence.

Pay Disclosure & Considerations
Where pay ranges are indicated, please note that a successful candidate’s exact pay will be determined based relevant job-related factors, including any of the following: candidate’s experience, skills, and qualifications, as well as geographic and market considerations.  We are committed to ensuring fair and competitive compensation for all employees and comply with all applicable salary transparency laws. 

Equal Employment Opportunity Employer
Legence and its affiliate companies are proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), marital or familial status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, other non-merit-based factors, and any other characteristic protected under applicable local, state or federal laws and regulations.
EEO is the Law