Compensation Manager

About the role

The Compensation Manager will participate in all aspects of compensation administration, planning and analysis for AutoZone. This position will work cross-functionally in the research, design, implementation, and management of competitive compensation plans and programs designed to support business strategies and objectives. This position has direct reports and will report to the Compensation Director.

Responsibilities

• Develop salary increase budgets, merit matrices, incentive plan designs and peer pay practices assessments
• Work with Sales Leadership on devising sales incentive strategies aimed at improving sales productivity focused on sales process standardization and sales reporting
• Help AutoZone maximize the return for their sales enablement and sales operations infrastructure investment by keeping compensation cost of sales low
• Advise management on pay actions including merit increases, promotions, and external job offers
• Research, compile and analyze market pay practice and wage/salary data to identify industry trends
• Recommend changes to compensation policies and programs and prepare cost projections in conjunction with the Operations analytics team
• Design, implement, and administer step progression pay programs for hourly distribution center roles, ensuring competitive positioning, internal equity, and alignment with retention goals
• Partner with DC operations leadership to evaluate and refine progression timelines, step intervals, and pay thresholds based on tenure, performance, and labor market dynamics
• Lead compensation strategy and structure for tractor trailer drivers, including base pay, mileage/hourly structures, shift differentials, and incentive opportunities to support driver attraction and retention
• Conduct market benchmarking for CDL drivers and warehouse hourly roles, incorporating regional labor trends, supply/demand constraints, and competitor practices
• Analyze and recommend pay differentials (e.g., shift, weekend, freezer/cold environment, hazardous duties) to ensure operational coverage and fairness across DC roles
• Conduct and participate in market surveys
• Perform cost analyses for compensation and other related programs
• Plans and organizes the Hay job evaluation program, including job analysis, job description development, grading, and systemic entry and accuracy of job/salary information
• Offer end-to-end solutions including process analysis and design, requirements planning, business case development, analytics support and administration support
• Act in a mentoring capacity to support the career development of other colleagues

Requirements

• Bachelor's Degree in Accounting or Finance or other related field
• Proficiency in MS Office programs (e.g., Excel, Access, Word, PowerPoint)

Preferred Qualifications

• Master's degree
• Experience developing and overseeing compensation plans and programs in a retail environment, as well as in a variety of other business segments/environments, and for all employee levels
• Experience in assessing, developing and administering sales incentive plans
• Experience with executive compensation program design and administration, including equity plan administration, operation of nonqualified plans, etc.

Skills

• Well-developed analytical background
• Familiarity with enterprise compensation planning and administration applications
• Excellent project management and internal consulting capabilities
• Ability to develop and deliver oral and written communications to executives, management and other employee populations
• Experience with competency-based compensation and standard job evaluation principles; familiarity with Hay guide chart position evaluation method preferred
• Experience with Oracle HCM preferred
• Experience with SQL, R or SAS preferred