FULL-TIME
Posted Oct 6, 2026
Job Description
Working at Moffitt is both a career and a mission: to contribute to the prevention and cure of cancer.
As the only National Cancer Institute-designated Comprehensive Cancer Center based in Florida, Moffitt employs some of the best and brightest minds from around the world. Join a dedicated team of nearly 11,000 who are shaping the future we envision. Moffitt has been recognized as a Best and Brightest Company to Work For in the Nation and is continually named one of the Tampa Bay Times’ Top Workplaces.
Summary
Position Highlights:
The Compensation Project Leader is responsible for leading the administration, execution, and continuous improvement of compensation programs, processes, and technology solutions. In partnership with Compensation Leadership, this position oversees annual compensation activities including market pricing, merit planning, incentive administration, supplemental pay programs, compensation analytics, audits, and reporting. Serves as the functional lead for compensation-related technology solutions, including Workday Advanced Compensation, ServiceNow compensation workflows, and Payfactors. Collaborates closely with HR partners, Payroll, and organizational leaders to ensure effective program administration, data integrity, process efficiency, and compliance with applicable policies and regulations. Functions as the project lead for compensation-related initiatives, system enhancements, and process improvement efforts while providing leadership, coaching, and performance management for direct reports.
Credential And Qualifications
• Bachelor’s Degree in Human Resources, Finance, Business Administration or related degree required.
• Minimum of eight (8) years of progressively responsible compensation experience, including compensation program administration, compensation systems, analytics, and project leadership. Experience leading team members and/or large-scale cross-functional projects involving multiple stakeholders.
• PHR/SPHR, SHRM-CP/SHRM SCP, or CCP required.
Preferred Experience
• Experience leading or supporting ServiceNow case management and workflow administration within Human Resources or Compensation functions.
• Demonstrated experience managing large-scale compensation projects, technology implementations, and process improvement initiatives.
Responsibilities
Compensation Systems & Technology Leadership
• Department lead for Compensation software, including Workday, Payfactors and ServiceNow.
• Serve as the functional lead for Workday Compensation, overseeing annual compensation planning cycles, merit and market adjustments, incentive administration, one-time payments, testing, validation, troubleshooting, and ongoing optimization.
• Oversee Compensation ServiceNow workflows, case management processes, intake forms, routing rules, dashboards, reporting, and user support.
• Partner with HRIS, Payroll and Workday teams to implement enhancements, resolve system issues, and ensure accurate compensation processes and data integrity.
• Develop and maintain compensation-related reporting, audits, training materials, and system documentation to support consistent processing and documentation of compensation procedures.
• Identify opportunities to automate workflows, enhance reporting capabilities, reduce manual effort, and improve service delivery.
Project Leader For Compensation Initiatives
• Lead compensation-related projects and cross-functional initiatives, including system upgrades, process redesigns, policy updates, organizational changes, job architecture initiatives, and technology enhancements.
• Develop project plans, establish priorities, coordinate resources, manage timelines, and communicate project status to stakeholders.
• Facilitate requirements gathering, testing, change management, training, and implementation activities related to compensation programs and systems.
• Oversee compensation audits, educational materials, and recommend process improvements to streamline and improve accuracy.
Administration of the job management process
• Works with Compensation Leadership team to manage the job description review request process, to include recommending appropriate routing steps and ensuring job descriptions are complete and accurate when published.
• Recommends improvements to job management workflows, approval structures, and documentation standards.
• Ensures questions submitted via shared department email box are answered timely and accurately.
• Builds the job description library with updated and complete job descriptions for all active positions.
• As needed, may act as backup Compensation Advisor to assist with position review and pricing.
Management of annual compensation processes with a focus on continuous process improvement
• In conjunction with the Compensation Manager and Director, develops work plans for the annual market review, merit administration and incentive payments.
• Provides project oversight for the execution of those plans.
• Administers the merit increases to ensure timely, accurate and efficient processing.
• Creates and maintains models to accurately and efficiently administer market and/or merit processes.
• Oversees the administration of the staff incentive plan.
Lead annual market survey process in conjunction with Compensation team leadership.
• Works with Compensation Team leadership to recommend participation in salary surveys for market pricing.
• Provides oversight for the participation in compensation surveys (e.g., Radford, Mercer, Willis Towers Watson, etc.).
• Ensures data is finalized and uploaded in the compensation system on a timely basis.
Supervise Compensation Team Members
• Develops job design and standards of performance for direct reports.
• Provides needed training and development.
• Evaluates performance and makes recommendations for personnel actions such as merit increases, promotions and disciplinary actions.
• Responsible for interviewing and making hiring decisions for open positions.
Salary Range
$89,273.60 - $136,052.80
Salary ranges posted for this position represent the expected base pay range for the role. Actual compensation may vary based on location and a variety of job-related factors, including experience, skills, education, and internal equity among Team Members in similar positions.
We are committed to maintaining fair and equitable pay practices and regularly review compensation to ensure alignment across our workforce.
Moffitt Career Site
If you have the vision, passion, and dedication to contribute to our mission,
then we have a place for you!
• Equal Employment Opportunity
Moffitt Cancer Center is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, or protected veteran or disabled status. We seek candidates whose skills, and personal and professional experience, have prepared them to contribute to our commitment to diversity and excellence.
• Reasonable Accommodation
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. Moffitt endeavors to make moffitt.org/careers accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact one of the Human Resources receptionists by phone at 813-745-7899 or by email at HRReceptionists@moffitt.org. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications.
Read more information about your EEO rights under the law.
Transparency in Coverage Rule
As the only National Cancer Institute-designated Comprehensive Cancer Center based in Florida, Moffitt employs some of the best and brightest minds from around the world. Join a dedicated team of nearly 11,000 who are shaping the future we envision. Moffitt has been recognized as a Best and Brightest Company to Work For in the Nation and is continually named one of the Tampa Bay Times’ Top Workplaces.
Summary
Position Highlights:
The Compensation Project Leader is responsible for leading the administration, execution, and continuous improvement of compensation programs, processes, and technology solutions. In partnership with Compensation Leadership, this position oversees annual compensation activities including market pricing, merit planning, incentive administration, supplemental pay programs, compensation analytics, audits, and reporting. Serves as the functional lead for compensation-related technology solutions, including Workday Advanced Compensation, ServiceNow compensation workflows, and Payfactors. Collaborates closely with HR partners, Payroll, and organizational leaders to ensure effective program administration, data integrity, process efficiency, and compliance with applicable policies and regulations. Functions as the project lead for compensation-related initiatives, system enhancements, and process improvement efforts while providing leadership, coaching, and performance management for direct reports.
Credential And Qualifications
• Bachelor’s Degree in Human Resources, Finance, Business Administration or related degree required.
• Minimum of eight (8) years of progressively responsible compensation experience, including compensation program administration, compensation systems, analytics, and project leadership. Experience leading team members and/or large-scale cross-functional projects involving multiple stakeholders.
• PHR/SPHR, SHRM-CP/SHRM SCP, or CCP required.
Preferred Experience
• Experience leading or supporting ServiceNow case management and workflow administration within Human Resources or Compensation functions.
• Demonstrated experience managing large-scale compensation projects, technology implementations, and process improvement initiatives.
Responsibilities
Compensation Systems & Technology Leadership
• Department lead for Compensation software, including Workday, Payfactors and ServiceNow.
• Serve as the functional lead for Workday Compensation, overseeing annual compensation planning cycles, merit and market adjustments, incentive administration, one-time payments, testing, validation, troubleshooting, and ongoing optimization.
• Oversee Compensation ServiceNow workflows, case management processes, intake forms, routing rules, dashboards, reporting, and user support.
• Partner with HRIS, Payroll and Workday teams to implement enhancements, resolve system issues, and ensure accurate compensation processes and data integrity.
• Develop and maintain compensation-related reporting, audits, training materials, and system documentation to support consistent processing and documentation of compensation procedures.
• Identify opportunities to automate workflows, enhance reporting capabilities, reduce manual effort, and improve service delivery.
Project Leader For Compensation Initiatives
• Lead compensation-related projects and cross-functional initiatives, including system upgrades, process redesigns, policy updates, organizational changes, job architecture initiatives, and technology enhancements.
• Develop project plans, establish priorities, coordinate resources, manage timelines, and communicate project status to stakeholders.
• Facilitate requirements gathering, testing, change management, training, and implementation activities related to compensation programs and systems.
• Oversee compensation audits, educational materials, and recommend process improvements to streamline and improve accuracy.
Administration of the job management process
• Works with Compensation Leadership team to manage the job description review request process, to include recommending appropriate routing steps and ensuring job descriptions are complete and accurate when published.
• Recommends improvements to job management workflows, approval structures, and documentation standards.
• Ensures questions submitted via shared department email box are answered timely and accurately.
• Builds the job description library with updated and complete job descriptions for all active positions.
• As needed, may act as backup Compensation Advisor to assist with position review and pricing.
Management of annual compensation processes with a focus on continuous process improvement
• In conjunction with the Compensation Manager and Director, develops work plans for the annual market review, merit administration and incentive payments.
• Provides project oversight for the execution of those plans.
• Administers the merit increases to ensure timely, accurate and efficient processing.
• Creates and maintains models to accurately and efficiently administer market and/or merit processes.
• Oversees the administration of the staff incentive plan.
Lead annual market survey process in conjunction with Compensation team leadership.
• Works with Compensation Team leadership to recommend participation in salary surveys for market pricing.
• Provides oversight for the participation in compensation surveys (e.g., Radford, Mercer, Willis Towers Watson, etc.).
• Ensures data is finalized and uploaded in the compensation system on a timely basis.
Supervise Compensation Team Members
• Develops job design and standards of performance for direct reports.
• Provides needed training and development.
• Evaluates performance and makes recommendations for personnel actions such as merit increases, promotions and disciplinary actions.
• Responsible for interviewing and making hiring decisions for open positions.
Salary Range
$89,273.60 - $136,052.80
Salary ranges posted for this position represent the expected base pay range for the role. Actual compensation may vary based on location and a variety of job-related factors, including experience, skills, education, and internal equity among Team Members in similar positions.
We are committed to maintaining fair and equitable pay practices and regularly review compensation to ensure alignment across our workforce.
Moffitt Career Site
If you have the vision, passion, and dedication to contribute to our mission,
then we have a place for you!
• Equal Employment Opportunity
Moffitt Cancer Center is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, or protected veteran or disabled status. We seek candidates whose skills, and personal and professional experience, have prepared them to contribute to our commitment to diversity and excellence.
• Reasonable Accommodation
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. Moffitt endeavors to make moffitt.org/careers accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact one of the Human Resources receptionists by phone at 813-745-7899 or by email at HRReceptionists@moffitt.org. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications.
Read more information about your EEO rights under the law.
Transparency in Coverage Rule
Additional Details
- City
- Tampa
- State
- Florida
- Country
- US
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