Compensation Manager

Primary Responsibilities

• Design, implement, and manage base pay, incentive, and variable compensation programs.
• Lead annual compensation processes including merit increases, bonus planning, and salary adjustments.
• Conduct market benchmarking using salary surveys and labor market data to ensure competitive positioning.
• Evaluate job roles, maintain job architecture, and ensure pay equity and internal consistency.
• Provide guidance to HR Business Partners and leaders on compensation decisions and pay practices.
• Develop and maintain compensation policies, structures, and guidelines.

Benefits Support

• Partner with benefits leadership or vendors to support design and administration of health, welfare, and retirement programs.
• Aid in annual benefits review, renewal process, and cost management strategies.
• Analyze benefits utilization, participation trends, and employee feedback to recommend improvements.
• Support employee communications related to benefits programs and enrollment.
• Ensure compliance with applicable benefits regulations (e.g., ACA, ERISA, COBRA, FMLA).

Compliance & Governance

• Ensure compensation and benefits programs comply with federal, state, and local regulations.
• Support pay equity analysis and reporting.
• Maintain documentation, audit readiness, and internal controls related to total rewards programs.
• Partner with Legal and HR leadership on regulatory updates and policy changes.

Data Analysis & Reporting

• Analyze compensation and benefits data to identify trends, risks, and opportunities.
• Create dashboards and reports for leadership to support decision-making.
• Provide insights on workforce costs, compensation effectiveness, and return on investment.

Stakeholder Collaboration

• Collaborate with HR, Finance, and business leaders to align total rewards with business strategy.
• Serve as a subject matter expert on compensation and benefits for leadership and employees.
• Support M&A, restructuring, or organizational changes with compensation and benefits expertise.

Qualifications

• Required: Bachelor’s degree in Human Resources, Business Administration, Finance, or related field. 5–8+ years of progressive compensation experience, with exposure to benefits programs.
• Preferred: Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or similar certification.
• Experience with HRIS and compensation planning tools.
• Experience in a multi-state or global organization.

Leadership Attributes

• Strategic & Critical Thinking: Applies deep expertise and forward-looking analysis to design compensation and total rewards strategies that align with business goals and evolving market dynamics.
• Executive Communication & Influence: Clearly articulates complex compensation concepts and influences senior leaders to make informed, equitable, and competitive pay decisions.
• Data-Driven Decision Making: Leverages advanced analytics, benchmarking, and modeling to guide compensation strategy, optimize costs, and support evidence-based recommendations.
• Attention to Detail & Accuracy: Ensures precision in compensation planning, data analysis, and program execution to maintain integrity, compliance, and employee trust.
• Strong Judgment & Confidentiality: Exercises sound judgment in handling sensitive compensation and benefits information while maintaining strict confidentiality and ethical standards.
• Collaboration & Partnership: Builds strong cross-functional relationships with HR, Finance, and other stakeholders.