This is a remote position.

ABOUT US

Edgility Talent Partners is a mission-driven consulting firm that partners with nonprofits, schools, and social impact organizations to build equitable, transparent, and sustainable people systems. With deep expertise in compensation design, performance management, hiring practices, and leadership development, we partner with organizations to align their talent strategies with their values. Our work centers equity at every stage, combining data-driven insights with a deep understanding of the unique challenges mission-focused organizations face. Whether supporting a compensation overhaul, redesigning evaluation systems, or guiding change management, Edgility Talent Partners equips leaders with the tools and structures they need to attract, retain, and support a thriving, values-aligned workforce.

OPPORTUNITY

Sr. Consultants lead client engagements in building externally competitive, internally equitable and fiscally responsible compensation programs and talent systems. Sr. Consultants serve as primary client relationship managers and are responsible for project oversight, client presentations, and strategic advising throughout all phases of engagements. They provide guidance and coaching to both clients and junior team members while delivering sophisticated analyses and recommendations on complex compensation design challenges.

Sr. Consultants leverage their broad understanding of HR functions to provide comprehensive talent strategy guidance beyond compensation, including performance management, organizational design, and change management. They are expected to independently manage multiple client relationships and serve as trusted advisors on critical people strategy decisions. This is a full-time position on the client services career pathway to Partner at the firm.

RESPONSIBILITIES

Key Responsibilities of the Sr. Consultant include:

Client Leadership & Relationship Management:

• Serve as primary client contact and relationship manager for assigned engagements
  

• Lead client presentations and facilitate strategic discussions with senior leadership teams
  

• Coach and advise clients on compensation philosophy, design choices, and implementation strategies
  

• Guide clients through complex decision-making processes related to total rewards and talent systems
  

• Build long-term client relationships and identify opportunities for additional services
  

• Proactive management of navigating challenges and galvanizing the appropriate support as necessary
  

Project Management:

• Manage end-to-end project delivery including timeline, budget, scope, and quality standards
  

• Oversee project risk management and proactively communicate with clients about project status
  

• Lead project planning sessions and facilitate stakeholder alignment meetings
  

Strategic Analysis & Advisory:

• Provide counsel on compensation design choice points and trade-offs
  

• Analyze market trends and provide recommendations on emerging best practices in total rewards
  

• Design comprehensive compensation frameworks tailored to client organizational needs and culture
  

• Advise on pay equity strategies and compliance with evolving regulations
  

Research & Analysis:

• Research and identify comparable peer organizations based on client's sector, size, and location
  

• Conduct comprehensive research on all components of compensation & benefits at peer organizations through public salary records, databases, surveys, interviews, and web research
  

• Evaluate job descriptions and identify key KSAs (knowledge, skills, abilities) and scope of responsibility
  

• Identify benchmark matches for client roles using industry databases, Kenexa CompAnalyst, nonprofit 990s, and other salary & benefits databases
  

• Design and conduct surveys and interviews with peer organizations regarding compensation practices
  

• Lead surveys, focus groups, and interviews with client stakeholders to assess total value proposition
  

Data Management & Insights:

• Aggregate and analyze data from multiple sources, applying appropriate adjustments including aging and geographic/size premiums
  

• Perform quality assurance on data points and resolve discrepancies
  

• Conduct advanced statistical analysis including multi-variable regression for pay equity audits
  

• Translate complex data into actionable insights and strategic recommendations
  

• Create compelling data visualizations and executive-level presentations
  

Team Development:

• Provide coaching and mentoring to junior consultants and analysts
  

• Review and provide feedback on team member deliverables
  

• Support professional development of junior staff through knowledge sharing and skills development
  

Requirements

In order to fulfill these responsibilities, the ideal Sr. Consultant candidate will have:

• Experience: 5-7 years of progressive experience in compensation consulting, HR analytics, organizational development, or related field with demonstrated client-facing experience
  

• Education: Advanced degree in mathematics, statistics, public policy, human resources, organizational psychology, or related field preferred
  

• HR Expertise: Broad understanding of HR functions including compensation, benefits, performance management, organizational design, and talent acquisition
  

• Client Management: Proven track record of successfully managing client relationships and leading client presentations
  

• Project Management: Demonstrated experience managing complex, multi-stakeholder projects from initiation through completion
  

• Analytical Skills: Advanced proficiency with statistical analysis, data modeling, and compensation analysis tools and methodologies
  

• Communication: Exceptional written and verbal communication skills with ability to present complex information to senior executives and facilitate strategic discussions
  

• Leadership: Strong coaching and team development skills with experience mentoring junior staff
  

• Strategic Thinking: Ability to synthesize complex information, identify strategic implications, and provide actionable recommendations
  

• Industry Knowledge: Understanding of nonprofit and social impact sector dynamics, funding models, and unique compensation challenges preferred
  

• Technical Skills: Advanced Excel skills, experience with statistical software (R, SPSS, or similar), and familiarity with HRIS and compensation management systems
  

Benefits