If you like pay strategy, market data, dashboards, and being the person who can explain “why this salary makes sense” without starting a workplace riot, this is that role. It’s a compensation analytics + stakeholder consulting job with a Total Rewards vibe, sitting close to exec/HR leadership.
About Mutual of Omaha
Mutual of Omaha is a large, established insurance company investing in modernizing how it attracts, pays, and retains talent. This role supports compensation strategy and programs across the organization.
Schedule
- Full-time Regular or Part-time Regular
- Remote (United States or Puerto Rico)
- Application closes: Feb 2, 2026
- Estimated salary (depends on level):
- Senior HR Specialist: $76,000–$97,000 + annual bonus
- HR Consultant: $100,000–$125,000 + annual bonus
- No current or future sponsorship
What You’ll Do
- Analyze market and internal compensation data to set pay levels and assess equity/competitiveness
- Manage salary survey data submissions and maintain clean benchmarks
- Use modeling and analytics to evaluate compensation program effectiveness and recommend improvements
- Build and present dashboards and insights to HR leaders and executives
- Support design, rollout, communication, and administration of deferred comp, incentives, pay, and recognition programs (with compliance in mind)
- Advise managers and employees on compensation-related questions
What You Need
- Compensation experience (Total Rewards background ideal)
- CCP designation (or willingness to get it)
- Executive compensation experience
- Strong writing, presentation, and problem-solving skills
- Strong Excel and PowerPoint skills
- Experience with Workday HCM and analytics tools (Visier mentioned)
- Detail-oriented, self-driven, able to work solo and with teams
- Remote setup with strong internet; located in US or Puerto Rico
Benefits
- 401(k) with 2% company contribution + 6% company match
- Vacation, personal time, paid holidays
- Annual bonus opportunity
One quick “truth test” before you get excited: this job is heavy on comp analytics, dashboards, and comp program mechanics. If you don’t like living in Excel and explaining pay decisions to leaders, it’ll feel like punishment. If you do, it’s a clean lane.
Happy Hunting,
~Two Chicks…