Compensation Manager

Key Responsibilities

• Administer compensation strategies, policies, and programs that support organizational goals and comply with federal, state, and local regulations.
• Manage the annual merit and bonus planning cycles, including analysis, modeling, and implementation, partnering with HR leadership on final program decisions and executive recommendations.
• Maintain company-wide job architecture and salary structures to ensure internal equity and external competitiveness.
• Develop and maintain compensation guidelines, manager tools, and training materials covering offers, promotions, internal moves, ranges, and FAQs.
• Manage compensation systems, market surveys, and benchmarking studies; analyze market data to recommend updates to pay grades, salary ranges, and job classifications.
• Maintain HR system job/compensation tables and related data, partnering with HRIS/People Analytics on system enhancements and reporting automation.
• Prepare dashboards, analytics, and reports, presenting insights and recommendations to HR, department heads, and executive leadership.
• Own compensation data integrity (job codes, grades, ranges, eligibility rules) and coordinate audits and corrections.
• Ensure compliance with compensation-related regulations, including FLSA, pay transparency laws, the Davis-Bacon Act, and state wage laws; recommend remediation plans as needed.
• Maintain compensation documentation, processes, and governance policies, including exception tracking and audit readiness.
• Monitor pay compression and internal equity risks.
• Serve as a trusted advisor to HR Business Partners and leaders on compensation decisions, job evaluations, and offers.
• Support workforce planning, project teams, new business areas, and large-scale hiring initiatives with compensation guidance.
• Partner with Talent Acquisition on competitive offers, negotiation strategy, hiring ranges, and internal equity review for promotions and transfers.
• Design and implement process and system enhancements, incorporating input from key stakeholders.
• Establish and maintain compensation approval workflows and guardrails, such as ranges, exceptions, and documentation.

Qualifications

• Bachelor's degree in human resources, business administration, finance, or a related field.
• 5+ years of progressive compensation experience, including at least 2 years managing compensation programs.
• Strong analytical skills with advanced proficiency in Excel and HRIS platforms.
• Experience administering job evaluation, salary structures, and market pricing.
• Working knowledge of FLSA, pay transparency laws, and general compensation compliance.
• Preferred: CCP (Certified Compensation Professional) certification, or progress toward it.
• Experience supporting workforces across multiple states.