Manager, Compensation

Responsibilities

• Lead the design, implementation, and ongoing management of compensation programs, including base pay, incentive plans, and recognition programs, ensuring alignment with business strategy and organizational goals.
• Serve as a strategic advisor to HR and business leaders on compensation-related matters, including job offers, promotions, market adjustments, and organizational design.
• Oversee market research and benchmarking activities, interpreting external data and internal insights to inform competitive and cost-effective pay practices.
• Drive the development, maintenance, and governance of salary structures, pay grades, and job architecture frameworks.
• Ensure compliance with all federal, state, and local compensation regulations, including pay equity laws; proactively identify and mitigate risk.
• Lead pay equity analyses and develop actionable strategies to address gaps and reinforce equitable pay practices.
• Partner with HR leadership to design and execute annual compensation cycles, including merit increases, bonus planning, and long-term incentive programs.
• Evaluate the effectiveness of compensation programs and recommend enhancements based on business needs, market trends, and organizational performance.
• Oversee job evaluation and classification processes to ensure consistency, internal equity, and alignment with market data.
• Provide leadership, mentorship, and direction to compensation team members (if applicable), fostering capability development and operational excellence.
• Maintain the integrity, accuracy, and confidentiality of all compensation data and systems.
• Prepare and deliver presentations and recommendations to senior leadership and executive stakeholders.
• Lead or support cross-functional HR initiatives related to total rewards, talent strategy, and organizational effectiveness.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business, Finance, or a related field required; Master’s degree or relevant certification (e.g., CCP) preferred.
• Experience: 7+ years of progressive experience in compensation or total rewards, including program design and implementation. Demonstrated experience partnering with senior leaders and influencing compensation decisions at the organizational level. Prior experience leading compensation cycles (merit, bonus, incentive planning) required.
• Skills: Strong analytical and strategic thinking skills, with the ability to translate data into actionable business insights. Advanced proficiency in compensation analysis tools, HRIS systems (e.g., Oracle, Workday, SAP), and data visualization/reporting tools. Deep knowledge of federal, state, and local compensation regulations, including pay equity laws and compliance requirements. Proven ability to design and manage compensation structures, job architecture, and incentive programs. Strong business acumen with the ability to align compensation strategy to organizational goals. Excellent communication and executive presentation skills, with experience delivering insights to senior leadership. High level of discretion and ability to handle confidential and sensitive information. Strong project management and organizational skills, with the ability to manage multiple priorities and deadlines. Demonstrated ability to lead projects and influence cross-functional stakeholders.

Benefits

• Competitive compensation
• Benefits, including but not limited to dental, vision, and medical with employer contributions
• Retirement programs, including a Pension Plan and 401(k) Plan with employer match
• Tuition Reimbursement
• Paid holidays and vacation

Pay

The expected salary range for this role is $73,783 - $150,209 per year. The above represents the expected salary range for this job requisition. Ultimately, in determining your exact pay, we may also consider your skills, experience, and other job-related factors.