Compensation Manager

Position Summary

Our client is seeking a Compensation Manager to design, administer, and improve compensation and incentive programs that support attraction, retention, and performance across Construction, Service, Manufacturing, Industrial, and Corporate teams. This role partners closely with HR, Finance, and business leaders to ensure pay practices are competitive, equitable, compliant, and aligned with business and operational realities.

Who We Are

We are a respected organization committed to operational excellence, high-quality service, and long-term value for our customers. We support a collaborative, performance-driven environment where employees are encouraged to take ownership, grow professionally, and contribute to the continued success of the business.

Essential Duties And Responsibilities

• Establish and maintain our client’s compensation philosophy, including market positioning, starting pay guidelines, promotional increases, market adjustments, equity reviews, and exception processes.

• Create and maintain documentation, governance standards, and manager guidance to ensure compensation decisions align with the organization’s compensation philosophy.

• Develop practical compensation tools, processes, and approval workflows to support consistent, equitable, and timely pay decisions across the organization.

• Partner with HR, Finance, and business leaders to define roles, responsibilities, and decision rights for compensation actions.

• Review and advise on complex or sensitive compensation situations while balancing consistency, competitiveness, equity, and sound business judgment.

• Identify opportunities to improve compensation practices and build scalable processes as the organization grows.

• Administer base pay structures, salary ranges, and job architecture, including titles, levels, and career paths.

• Conduct market pricing and benchmarking using third-party survey data.

• Analyze internal equity, pay compression, and progression, and provide data-driven recommendations.

• Own annual compensation cycles, including merit increases, promotions, and pay adjustments.

• Support the design and administration of commission plans and incentive plans tied to operational, safety, and financial outcomes.

• Partner with Finance and leadership on discretionary bonus and incentive governance.

• Support field-based and project-driven compensation programs where applicable.

• Partner with HR and leadership to ensure rewards programs reinforce desired behaviors such as safety, quality, productivity, and retention.

• Ensure compensation practices comply with applicable federal, state, and local regulations, including FLSA, equal pay, and prevailing wage requirements.

• Support audits, equity reviews, and documentation related to compensation decisions.

• Maintain clear guidelines, controls, and documentation for compensation programs.

• Develop and maintain compensation reports, dashboards, and analytics for HR and executive leadership.

• Partner with Workday, Payroll, and Finance to ensure accurate compensation data and system integrity.

• Own Workday configuration and process improvements related to compensation.

• Collaborate with Payroll and Benefits teams to ensure our client’s benefits package is competitive and aligned with employee and business needs.

• Conduct benchmarking and research of benefits programs and recommend revisions to current programs as directed, such as personal leave, tuition reimbursement, mobile phone reimbursements, and other employee programs.

• Participate in broader compensation initiatives, including benefits integration, communication strategies, Total Compensation Statements, and employee education.

Qualifications

• Education and Experience: Bachelor’s degree in Business, Finance, Economics, Human Resources, or a related field. Minimum of five years of progressive experience in compensation administration and analysis, or a related HR analytics role.

• Demonstrated experience interpreting compensation data and market surveys.

• Advanced proficiency in Excel.

• Experience with HRIS and compensation management tools.

• Working knowledge of compensation compliance requirements and best practices.

• Required Knowledge, Skills, And Abilities: Strong analytical skills with the ability to synthesize data into clear insights and recommendations. Strong business acumen, with the ability to understand operational environments and the realities of field-based and project-driven work. Sound judgment, integrity, and discretion when handling sensitive compensation information. Ability to explain complex compensation concepts in plain language to managers, leaders, and cross-functional partners. Strong collaboration skills with the ability to build effective partnerships across HR, Finance, Payroll, Benefits, and Operations. Strong project management skills with the ability to manage competing priorities in a fast-paced environment. Continuous improvement mindset with a focus on improving processes, tools, and program effectiveness. Ability to develop scalable processes, documentation, and governance practices. Strong attention to detail and commitment to accuracy.

Preferred Qualifications

• Experience supporting compensation programs in mechanical and electrical contracting.

• Experience working in multi-location or multi-business-line organizations.

• CCP, Certified Compensation Professional, certification or progress toward certification.

• Experience partnering with Finance or supporting incentive programs tied to operational or financial metrics.

• Workday Compensation module experience.