HR Operations & Compensation Manager (Remote)

About the role

General Purpose: Compensation plays a critical role in attracting, retaining, and rewarding talent, while effective HR Operations ensures a consistent, compliant, and scalable employee experience. The HR Operations & Compensation Manager is a strategic and hands-on HR leader responsible for building and advancing the organization's compensation programs, HR policies, operational processes, and workforce practices. Reporting to the Senior Director, HR Operations, this role partners closely with the Chief People Officer, Total Rewards, HR Business Partners, Finance, Legal, and business leaders to establish a strong compensation foundation while driving broader HR operational excellence. The position serves as a key advisor on compensation, organizational design, workforce planning, employee relations strategy, policy development, compliance, and process improvement initiatives. This role is ideal for a leader who is comfortable balancing strategic program design with hands-on execution in a growing and evolving organization.

Direct Reports: None.

Responsibilities

• Compensation Strategy & Administration: Lead the development, implementation, and ongoing management of the organization's compensation philosophy, governance framework, and compensation programs; Design and maintain job architecture, job leveling frameworks, salary structures, and compensation guidelines; Conduct market pricing, benchmarking, and compensation analyses to ensure competitive and equitable pay practices; Serve as the primary compensation subject matter expert, advising leaders on compensation decisions, pay practices, internal equity considerations, and market competitiveness; Partner with the Total Rewards team to support pay transparency initiatives and ensure compensation decisions are appropriately documented, consistent, and defensible; Develop and manage a structured compensation review process for new positions, promotions, transfers, reorganizations, and pay changes, including job evaluation, leveling, market analysis, range development, and budget alignment.
• HR Operations & Process Excellence: Develop, maintain, and continuously improve HR policies, procedures, and operational practices across the employee lifecycle; Drive process standardization, efficiency, and scalability within HR Operations to enhance the employee and manager experience; Partner with HR Operations and HRIS teams to optimize systems, workflows, reporting, and process automation; Support organizational compliance efforts, audit readiness activities, and adherence to federal, state, and local employment laws and regulations; Identify opportunities to improve operational effectiveness through process redesign, technology adoption, and data-driven decision-making.
• Employee Relations & HR Partnership: Partner with HR Business Partners and Legal to provide guidance on employee relations strategies and support the resolution of complex or sensitive workplace matters; Serve as a trusted advisor to managers and HR leaders on compensation, performance management, organizational effectiveness, and policy interpretation; Support workforce planning and organizational design initiatives by providing compensation insights and organizational recommendations; Collaborate across HR disciplines to ensure people programs, policies, and practices are aligned and effectively executed.
• Organizational Design & Workforce Planning: Support organizational restructuring, workforce planning, and job design initiatives to align talent strategies with business objectives; Conduct organizational analyses and provide recommendations regarding role design, team structures, reporting relationships, and talent deployment; Ensure role definitions, compensation structures, and organizational frameworks support business growth and operational effectiveness.
• Strategic Projects: Lead and participate in cross-functional HR initiatives and special projects that enhance the effectiveness,