Compensation Manager, Programs & Design

About the role

The Manager, Compensation Programs & Design is responsible for the development, implementation, governance, and continuous improvement of enterprise compensation programs and frameworks that support the organization's compensation philosophy, talent strategy, and business objectives. This role serves as the lead architect for compensation program design, job architecture, salary structure development, incentive plan design and administration, pay transparency readiness, and compensation governance. The position partners closely with Compensation Leadership and Business Partners, Finance, Workforce Planning & Staffing, Employee Development, and business leadership to ensure compensation programs are competitive, scalable, compliant, and aligned with organizational growth objectives. The Manager, Compensation Programs & Design will report into the Director, Compensation.

Responsibilities

• Lead the design, enhancement, and administration of compensation programs, policies, and guidelines.
• Develop and maintain governance processes that ensure compensation decisions are consistent, equitable, and aligned with company philosophy.
• Evaluate market trends and emerging compensation practices to recommend program enhancements.
• Establish and maintain compensation policies supporting promotions, transfers, geographic differentials, salary adjustments, allowances, retention programs, and incentive plans.
• Lead enterprise job architecture initiatives, including job family development, leveling frameworks, and career progression models.
• Maintain job evaluation methodologies and governance standards.
• Partner with Compensation Business Partners and business leaders to ensure consistent application of leveling criteria across all functions.
• Support workforce planning initiatives through effective role classification and organizational design principles.
• Design and maintain salary structures, pay grades, and geographic differentials.
• Conduct market analysis and assess competitiveness of compensation programs.
• Recommend salary structure updates based on market movement, business needs, and compensation strategy.
• Ensure compensation programs support attraction and retention