Compensation Manager

This position is responsible for the design, administration, governance, and delivery of compensation programs This position partnering closely with HR Business Partners, Finance, HRIS, Legal, and business leaders to ensure compensation programs are competitive, equitable, compliant, and aligned with business goals. The role owns and leads compensation analyses, annual compensation planning cycles, administers base pay and incentive programs, and provides consultative guidance to leaders on compensation-related decisions. 

Essential Duties/Responsibilities:

Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

• Designs, implements, and manages base pay, incentives, and other compensation programs that align with company goals and market trends
• Responsible in completing the market benchmarking process with salary survey company
• Conducts job evaluations and market pricing to ensure internal equity and external competitiveness
• Owns and leads the annual compensation review cycles, including merit increases, bonuses, and promotions
• Provides guidance to HR Managers and leaders on compensation decisions, policy, and process interpretation regarding compensation
• Analyzes, documents, and evaluates new and revised jobs to recommend appropriate level and FLSA status using market data and internal
• Maintains job architecture, salary ranges, and compensation-related data within HR systems, ensuring accuracy and alignment with organizational frameworks
• Reviews and approves offer letters to ensure consistency on pay practices and compensation philosophy
• Manages job description to ensure consistency based on job leveling in the organization  
• Delivers high-quality analyses, recommendations, and projects while balancing multiple priorities
• Monitors compensation trends and regulatory changes to ensure compliance and competitiveness
• Translates compensation concepts into clear and actionable recommendations for diverse audiences
• Oversees the creation and maintenance of compensation job structures, salary ranges, and pay grades
• Manages compensation-related data, reporting, and analytics to inform business decisions
• Ensures compensation practices comply with relevant pay equity and pay transparency regulation
• Collaborates with Finance, Talent Acquisition, and HR Operations to support workforce planning and budgeting
• Develops communication materials and training for managers to enhance understanding of compensation programs
• Owns and guides team members on position management
• Prepares quarterly bonus accrual for Finance
• Prepares documentation for quarterly and annual Compensation Committee meetings
• Provides compensation analysis and recommendations for org design changes, restructures, and new role creation within the supported business
• Develops process improvement initiatives/comp tools
• Mentor and develop compensation and other HR team members
• Collaborate with HRIS to improve tools, reporting, and system-enabled compensation processes.
• Supports long-term incentive programs, including equity awards and deferred compensation plans with Finance 
• Other duties as assigned

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Finance, Business, or a related field
• 5+ years of compensation experience in a global environment
• Strong knowledge of compensation practices, job evaluation, and regulatory requirements (FLSA, EEOC, etc.)
• Proficiency with compensation tools, HRIS systems (Oracle HCM), and Excel
• Excellent analytical, problem-solving, and interpersonal skills 

Preferred Qualifications: 

• Certified Compensation Professional (CCP) or progress toward certification
• Experience with global compensation practices
• Work well with others in a team environment.  
• Highly organized; superior time management skills.  
• Exceptional communication skills both written and oral.  

Working Conditions and Physical Demands

• Position is based in an office environment
• Occasional travel to off-site locations is required.
• Requires prolonged sitting and movement throughout office/work locations, as well as occasional use of computers and office equipment.
• Must occasionally stoop, kneel, crouch, crawl, and climb or balance.
• Must be able to communicate effectively and identify potential workplace hazards.
• Requires the ability to occasionally lift and/or move up to 25lbs.