Compensation Manager

About the Role

Rexel USA, a leading distributor of electrical products and related supplies, is seeking a Compensation Manager to join their team in Dallas, TX. This hybrid role is responsible for designing, implementing, and managing compensation programs across multiple regions and functional groups, ensuring competitiveness, equity, compliance, and alignment with business objectives.

Responsibilities

• Lead the strategy, design, implementation, and governance of compensation programs across multiple regions and functional groups.
• Manage broad-based compensation programs and frameworks to support organizational growth, workforce planning, talent attraction, retention, and performance outcomes.
• Oversee the development, administration, and evolution of salary structures, pay ranges, job architecture, leveling frameworks, and compensation guidelines.
• Partner with HR, Finance, and business leadership to develop compensation programs and strategies that support regional and functional business needs.
• Provide strategic compensation consultation for hiring, promotions, transfers, retention actions, reorganizations, market adjustments, and other employee pay decisions.
• Lead annual compensation cycles, including merit planning, salary review, incentive and bonus planning, budgeting support, modeling, and recommendations.
• Conduct market pricing, benchmarking, and competitive pay analysis using compensation surveys, internal data, and external labor market trends.
• Analyze compensation data and workforce trends to identify risks and opportunities related to pay equity, pay compression, market positioning, organizational consistency, and cost effectiveness.
• Monitor and evaluate internal equity across regions and functions, recommending actions for fair and consistent compensation outcomes.
• Serve as a subject matter expert on compensation strategy, policy interpretation, program design, and complex pay issues.
• Ensure compensation programs and practices comply with applicable laws, regulations, and internal governance requirements.
• Support the design and administration of base pay, short-term incentive, bonus, and other variable pay programs.
• Lead job evaluation and benchmarking activities, including job matching, leveling, titling alignment, and organizational mapping.
• Prepare compensation analyses, dashboards, presentations, and business cases for HR leadership, Finance, and senior executives.
• Partner with regional and functional leaders to assess compensation implications of organizational changes, workforce shifts, and business growth.
• Lead compensation-related work for mergers, acquisitions, integrations, and reorganizations, including due diligence, job mapping, harmonization planning, and transition support.
• Drive continuous improvement of compensation processes, tools, systems, reporting, and documentation.
• Support participation in compensation surveys and maintain reliable market data sources.
• Contribute to the development and maintenance of compensation policies, procedures, standards, and manager guidance materials.

Qualifications

• 7+ years of progressive compensation experience, including support for large, complex, multi-region organizations.
• Experience managing compensation programs across multiple states, business units, and functions.
• Experience in compensation strategy, salary structures, job architecture, and market pricing.
• Strong experience supporting mergers and acquisitions, including compensation due diligence and post-close integration.
• Experience in base wage and salary administration, market pricing jobs, and working with salary bands, merit planning, and performance management programs.
• Experience in variable pay and sales compensation design, communication, implementation, and administration.
• Proficiency with compensation, incentive, commission, and HRIS systems (Xactly, SuccessFactors, ADP, PayFactors a plus).
• Advanced Microsoft Excel skills, including pivot tables, lookups, and complex data analysis.
• Relevant certifications (CCP, CBP, CPP, SHRM-CP, or SHRM-SCP) preferred.
• Bachelor's Degree preferred; High School or GED required.

Skills

• Deep knowledge of compensation strategy, design, administration, and salary structure development.
• Expertise in job evaluation, job architecture, market benchmarking, and compensation planning.
• Knowledge of compensation compliance, pay governance, and applicable legislation (FLSA).
• Strong analytical skills with the ability to interpret data, assess trends, and provide actionable recommendations.
• Proficiency in HRIS, compensation systems, survey platforms, and advanced Excel.
• Strong project management, organizational, problem-solving, and time management skills.
• Excellent interpersonal, written, verbal, and presentation skills.
• Strong consulting, influencing, stakeholder management, and business acumen skills.
• High attention to detail, accuracy, and confidentiality.
• Ability to work collaboratively in a team-oriented environment.

Benefits

• Medical, Dental, and Vision Insurance
• Life Insurance
• Short-Term and Long-Term Disability Insurance
• 401K with Employer Match
• Paid vacation and sick time
• Paid company holidays plus flexible personal days
• Tuition Reimbursement
• Health & Wellness Programs
• Flexible Spending Accounts
• HSA Accounts
• Commuter Transit Benefits
• Additional Optional Insurance (Pet Insurance, Legal Assistance, Critical Illness, Home and Auto Insurance)
• Employee Discount Programs
• Professional Training & Development Programs
• Career Advancement Opportunities

Rexel USA is an EEO/Disabled/Veterans employer. All qualified candidates will receive consideration for employment without regard to any characteristics protected by law.