Compensation Senior Manager

Responsibilities

• Own and advance the firm's enterprise compensation strategy, ensuring alignment with business priorities, talent objectives, market practices, and the firm's pay philosophy.
• Serve as the firm's senior compensation subject matter expert and trusted advisor to executive leaders, business leaders, HR Business Partners, and other key stakeholders.
• Lead the design, implementation, administration, and ongoing optimization of base pay, incentive compensation, recognition, and other compensation programs.
• Direct annual compensation planning processes, including merit increases, promotions, market adjustments, and variable compensation awards, with responsibility for governance, communications, training, and execution.
• Develop and maintain compensation frameworks, salary structures, job architecture, career levels, and related policies that support internal equity, external competitiveness, and career progression.
• Lead enterprise market-pricing and benchmarking strategies across employee populations, including executive and other specialized roles, and translate findings into actionable recommendations.
• Provide strategic consultation on complex compensation matters, including offers, retention arrangements, incentive design, organizational changes, and other business-specific pay decisions.
• Evaluate the effectiveness, competitiveness, and financial sustainability of compensation programs and recommend changes based on business priorities, workforce trends, and market intelligence.
• Oversee job analysis, job evaluation, market pricing, and pay-equity reviews, ensuring consistent application of compensation standards and sound judgment in complex or sensitive situations.
• Develop executive-ready analyses, models, dashboards, and recommendations that enable informed decision-making by senior leadership.
• Participate on the firm's Compensation Committee, including establishing agendas, preparing decision materials and recommendations, facilitating discussions, documenting decisions, and ensuring timely follow-through.
• Establish and maintain compensation governance, controls, documentation, and approval processes that promote consistency, transparency, compliance, and operational discipline.
• Ensure compliance with applicable federal, state, and local laws and regulations governing compensation programs, including evolving pay transparency and pay equity requirements.
• Lead complex, cross-functional compensation initiatives and system enhancements, partnering with HRIS, Payroll, Finance, Talent Acquisition, and other stakeholders to deliver scalable solutions.
• Monitor emerging compensation practices, regulatory developments, and market trends; assess implications for the firm and advise senior leadership accordingly.
• Provide leadership, coaching, and quality oversight for compensation work, building strong capabilities, clear accountability, and effective partnerships across the organization.

Qualifications

Minimum Qualifications:

• 8 or more years of progressive compensation experience, including significant experience leading enterprise compensation strategy, program design, governance, and execution in a complex organization.
• Demonstrated ability to advise senior executives and lead decision-making forums or governance committees on complex, high-impact compensation matters.
• Deep expertise in base pay, incentive compensation, market pricing, job evaluation, job architecture, pay equity, salary structures, and annual compensation planning.
• Experience working in a large, multi-location organization with operations across the United States; experience navigating varied business models or employee populations is strongly valued.
• Proven success leading complex, cross-functional initiatives and influencing outcomes across HR, Finance, Payroll, HRIS, Talent Acquisition, and business leadership.
• Exceptional analytical and business acumen, with the ability to interpret complex data, assess risk and tradeoffs, and translate findings into clear, executive-ready recommendations.
• Strong executive presence and communication skills, with demonstrated judgment, discretion, and credibility in handling sensitive compensation matters.
• Advanced Excel and data-modeling skills, with experience using compensation technology and