The Senior Compensation & Project Manager is a hybrid role responsible for strategic, enterprise-wide projects (designing, modeling, and scaling global compensation programs across all business segments globally), as well as coordinating the project management needs for the Global Compensation Team. This role requires a balance of analytical compensation expertise and rigorous project management. You will serve as the strategic engine driving the end-to-end execution of pay program redesigns, compensation cycle improvement initiatives and other key deliverables. The position combines strategic thinking with hands-on execution, requiring expertise in compensation operations, analytics, and program management.

A core success component to this role is owning high-priority projects and programs end to end. You'll work closely with your Global Compensation and Executive Compensation teammates, as well as HRBPs, HRIS and other internal stakeholders, building expertise in how these programs work and what it takes to land them well. You will identify dependencies early, proactively surface and mitigate risks, and keep complex, multi-stakeholder work moving toward clear outcomes. This is a high-level individual contributor role for someone who brings both rigor and judgment to every project they own.

Basic Job Requirements

Principal Job Duties & Responsibilities

• Leads and performs assigned enterprise-wide projects which span across business segments and geographies (such projects may include pay program redesign efforts, process improvement initiatives, support of compensation strategy development and analysis, etc.).
• Supports Global Compensation Team with project management techniques to drive improved execution across a portfolio of initiatives, ensuring that the organization is coordinated and on track to meet delivery of key solutions for the business.
• Administers the Project Status Tracker and develops reporting for senior leadership.
• Owns and delivers on various value-added projects as assigned.
• Develops dashboards which provide insights into talent management trends, pay competitiveness, labor market staffing dynamics, etc. to meet business needs and people-related objectives.
• Performs benchmarking and analysis to provide organizational compensation-related insights and recommendations for future actions.
• Participates in the Year-End Compensation Planning Cycle, both from an execution and process improvement standpoint.
• Works with the Global Compensation Team to drive towards best practices and consistent approaches and formats for supporting the various business segment customers.

Working Conditions

Indoor office workspace at the Irving, Texas headquarters.

Other Job Requirements

Preferred Qualifications

• 8 years of progressive experience in compensation, including program design and business partnering
• At least 3 years driving multi-stakeholder, cross-functional programs end to end, exercising strong project management skills (ideally at a scaling or global company)
• A track record of building from scratch: you've created processes, playbooks, or program infrastructure where none existed before, not just improved what was already in place
• Excellent written communication: you can produce an executive update, a stakeholder decision memo, and a practitioner playbook with equal fluency
• Strong foundation in global compensation programs, including multiple pay components (base pay and incentives)
• Proven ability to communicate complex compensation topics clearly and confidently to senior leadership, influencing decisions through data-driven insights
• Advanced Excel and analytical modeling skills to drive timely and high-quality delivery of insights
• Strong business and financial acumen, with the ability to connect compensation strategy to Fluor’s business model and broader organizational goals
• Experience leading global compensation processes (e.g., annual cycles) across multiple stakeholder groups with a global mindset
• Advanced analytical skills, including compensation benchmarking, modeling, and insights generation
• Experience with SuccessFactors or similar HRIS/compensation platforms
• Track record of implementing compensation systems or tools and leading associated change management efforts, including process redesign and stakeholder enablement
• Demonstrated ability to handle confidential information with total discretion
• Self-starter with track record of proactively identifying and solving complex challenges