Compensation Manager

About the Role

The Compensation Manager is responsible for the design, administration, analysis, and governance of the organization's compensation programs. This individual contributor role serves as the subject matter expert for all compensation-related matters, ensuring the company maintains competitive, equitable, and compliant pay practices that support business objectives and talent strategies. The Compensation Manager partners closely with Human Resources, Finance, and business leaders to provide market intelligence, compensation analytics, salary structure management, job evaluations, incentive plan administration, and strategic compensation recommendations. Reporting directly to the Vice President of Human Resources, with a dotted-line relationship to the Vice President of Finance, this role plays a critical part in balancing talent attraction and retention objectives with financial stewardship.

Responsibilities

• Develop, maintain, and administer company-wide compensation programs, policies, and guidelines.
• Conduct market pricing analyses and benchmarking studies to ensure competitive pay positioning.
• Evaluate compensation trends and recommend program changes aligned with business objectives and market conditions.
• Support the design and administration of base pay, short-term incentive, bonus, and commission programs.
• Develop and maintain salary structures, pay grades, and job architecture frameworks.
• Lead job evaluations and compensation reviews for new and existing positions.
• Partner with HR and business leaders to assess internal equity and external competitiveness.
• Ensure appropriate job classifications, salary grades, and compensation recommendations.
• Conduct regular market analyses and compensation surveys to support compensation decisions.
• Analyze compensation data and workforce trends to identify risks, opportunities, and recommendations.
• Develop dashboards, reports, and executive summaries for HR and Finance leadership.
• Monitor internal pay equity and compensation effectiveness metrics.
• Support budgeting, workforce planning, and organizational design initiatives with compensation-related analytics.
• Ensure compliance with federal, state, and local wage and hour regulations.
• Monitor compensation practices for consistency, fairness, and legal compliance.
• Support audits, reporting requirements, and regulatory submissions as needed.
• Maintain compensation policies, documentation, and process controls.
• Serve as the primary compensation advisor to HR leadership, Finance, and operational leaders.
• Provide guidance on compensation-related issues, including promotions, transfers, market adjustments, and organizational changes.
• Partner with Talent Acquisition to develop competitive offer strategies and hiring recommendations.
• Support acquisition integration activities and organizational restructuring efforts as required.

Key Success Measures

• Market competitiveness of compensation programs.
• Internal pay equity and compliance.
• Accuracy and effectiveness of compensation analyses and recommendations.
• Successful administration of annual merit and incentive processes.
• Partnership effectiveness with HR, Finance, and business leaders.
• Budget alignment and compensation cost management.

Qualifications

• Bachelor's degree in Human Resources, Finance, Business Administration, Economics, Accounting, or a related field required.
• 7+ years of progressive compensation experience.
• Experience designing and administering salary structures, incentive plans, and compensation programs.
• Experience conducting compensation analyses, market pricing, and job evaluations.
• Experience partnering with executive leadership and finance teams.

Preferred Certifications

• Certified Compensation Professional (CCP) preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Knowledge, Skills, and Abilities

• Strong understanding of compensation principles, job architecture, salary structures, and market pricing methodologies.
• Advanced analytical and financial modeling skills.
• Advanced proficiency in Excel and HRIS systems.
• Ability to interpret compensation survey data and workforce analytics.
• Strong business acumen and financial literacy.
• Excellent communication and presentation skills.
• Ability to influence and advise leaders at all organizational levels.

Benefits

• Healthcare plans
• Dental & vision
• Paid time off
• Paid parental leave
• 401(k) retirement savings with company match
• Professional and personal development programs
• Opportunity to become a shareholder
• Employer-paid short- and long-term disability
• Employer-paid life insurance for spouse and dependents
• Robust wellness program
• Gym reimbursement
• Employee Assistance Program (EAP)