It’s not just about crunching numbers or pulling survey data. It’s deeper than that and more nuanced. The best compensation professionals I've worked with over the years share a rare blend of traits that you don’t often find in a single person.
They’re researchers and part private detectives. They are relentless in pursuit of truth. They know how to dig. They don’t stop at surface-level pay data; they triangulate between salary surveys, internal equity, economic and labor market trends, as well as pay transparency expectations.
They’re skeptics but the good kind. Not cynical, but clear-eyed and critical. A good skeptic doesn’t take things at face value. They ask, “What’s the evidence?” They seek strong support before accepting a conclusion, even when it's the convenient one.
But being right isn’t enough.
They also need to influence. Think salesperson, but with integrity. They translate complex data into stories that resonate with leaders and employees. They don’t just present a comp recommendation. They build the case for it.
These pros have a bias toward fact-based decisions, even when the facts are uncomfortable. They advocate for equity, fairness, and consistency, grounded in both data and sound judgment.
And speaking of judgment, they’ve got it in spades. They understand human behavior, organizational politics, and what levers to pull (or leave alone). They know when to flex and when to hold the line.
They are storytellers who turn compensation into a strategic narrative. They can explain not just “how much” but why, how it aligns with market data, and what it means to your employees.
One thing they’re not? People pleasers.
In this work, you have to say “no” to requests that don’t align with standards, to one-off exceptions that create inequities, to reactive decisions that undermine consistent pay decisions. It takes courage and clarity to be the voice of reason in a room full of urgency.
So next time you're hiring for a comp role or looking to grow in one look beyond Excel and job descriptions. Seek out detective-like researchers, thoughtful skeptics, persuasive storytellers, critical thinkers, and principled decision-makers.
That’s where greatness exists in the compensation profession. It’s rare and valuable.
What do you think makes someone great at compensation? I'd love to hear your take so share your thoughts in the comments.
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