HR COMPENSATION MANAGER

Key Responsibilities

• Lead end-to-end annual merit and bonus planning processes for the U.S. and Canada, including timelines, assumptions, data preparation, approvals, and post-cycle analytics
• Partner with Finance on budgets, workforce cost modeling, and scenario planning related to compensation actions
• Cook with Payroll and HRIS to ensure accurate processing, controls, and audit-ready documentation
• Prepare and present compensation recommendations and insights to senior HR and business leaders

Compensation Program Leadership

• Lead base pay programs for salaried and non-exempt roles, including structures, ranges, and job levels
• Advise HR Business Partners and leaders on offers, promotions, adjustments, and pay exceptions
• Conduct job evaluations and support job architecture decisions across corporate and operational functions
• Ensure consistent application of compensation philosophy, policies, and governance

Labor & Non-Exempt Partnership

• Partner closely with the Labor Management team to support compensation decisions impacting union populations under collective bargaining agreements
• Support non-exempt compensation programs in a highly operational, multi-site environment while respecting CBA constraints

Analytics, Governance & Compliance

• Conduct pay equity, compression, and competitiveness analyses; translate results into executive-ready recommendations
• Maintain compensation governance, internal controls, and documentation to support audits and risk reviews
• Ensure compliance with applicable U.S. and Canadian wage and hour regulations, including multi-provincial requirements (Alberta and Ontario)
• Partner with Legal and Compliance to support FLSA classification reviews, exemption determinations, and audit readiness for non-exempt and salaried populations across U.S. locations
• Partner with the People Analytics team to support data-driven compensation insights and reporting

People Leadership & HR

• Lead, coach, and develop two compensation analysts, including goal-setting, performance reviews, and workload management
• Develop tools, templates, and guidance to enable HR Business Partners and leaders to make effective pay decisions
• Lead continuous improvement of compensation processes, tools, and annual cycle execution

Qualifications

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field
• 8–12 years of progressive compensation experience in a complex, multi-site organization, with at least 3 years in a lead or management capacity
• Experience supporting salaried and non-exempt populations; union partnership experience strongly preferred
• Advanced Excel skills and demonstrated experience working with large compensation datasets
• Experience with enterprise HRIS compensation modules (e.g., Workday, SAP, UKG) and MarketPay by PayScale
• Familiarity with Canadian provincial compensation and compliance requirements preferred
• Preferred: Certified Compensation Professional (CCP)

Benefits

• Vision, Medical, and Dental coverage begin after 60 days of employment
• Paid Time Off: sick leave, vacation, and 6 company observed holidays
• 401(k): company match begins after the first year of service and follows the company vesting schedule
• Base salary range of $130,000 – $150,000
• Incentive Pay: This position is eligible to participate in the Company’s annual bonus plan, the amount of bonus varies and is subject to the standard terms and conditions of the incentive program
• Career Development: Our company is dedicated to supporting professional growth by offering continuous learning opportunities and a focus on career growth through various learning and development programs