Manager, Compensation

About the role

The Manager, Compensation is a strategic leader responsible for the design, governance, and execution of market-competitive, equitable, and compliant compensation programs. This role partners closely with HR, Finance, and senior business leaders to drive compensation strategy aligned with organizational objectives.

Responsibilities

• Lead job architecture and market pricing strategy, including job evaluation, benchmarking, and alignment to external market and internal equity.

• Oversee the design, implementation, and continuous evolution of salary structures, job leveling frameworks, and pay programs.

• Establish and maintain deep expertise in the organization’s job architecture; partner with HRIS to ensure governance, integrity, and scalability within Workday.

• Serve as a strategic advisor to HR Business Partners and senior business leaders on compensation philosophy, complex pay decisions, and organizational design implications.

• Lead enterprise-wide pay equity analysis and pay transparency initiatives; provide recommendations and drive action planning aligned with regulatory and organizational standards.

• Own the end-to-end annual compensation cycle (merit, bonus, equity where applicable), including modeling, system readiness, execution, and stakeholder communication.

• Analyze outcomes and deliver post-cycle insights to leadership; identify trends, risks, and opportunities to improve program effectiveness.

• Oversee the design, administration, and payout governance of short-term incentive (STIP) programs.

• Partner with Finance to support workforce planning, budgeting, and forecasting, including total labor cost modeling.

• Ensure compliance with all applicable laws and regulations (e.g., FLSA, pay equity, pay transparency) and proactively assess emerging risks.

• Provide oversight of equity compensation programs and related processes, where applicable, including governance and operational execution.

• Drive compensation-related projects and transformation initiatives, improving processes, systems, and overall effectiveness.

• Mentor and develop junior team members; provide guidance, prioritization, and subject matter expertise across the compensation function.

Requirements

• Strong leadership and ownership, with accountability for enterprise-level compensation outcomes.

• Ability to lead complex, cross-functional initiatives and influence at senior levels of the organization.

• Deep expertise in compensation strategy, program design, and market analytics.

• Advanced analytical and problem-solving skills with the ability to translate data into strategic insights and recommendations.

• Strong business acumen and ability to align compensation strategies with organizational priorities.

• Excellent stakeholder management and influencing skills, including navigating ambiguity and competing priorities.

• Proven ability to drive change, optimize processes, and implement scalable solutions.

• Advanced proficiency in Workday and compensation tools; strong Excel/data modeling capabilities.

Qualifications

• A university degree with 10+ years of progressive compensation experience, including experience leading programs or projects; prior people management or informal leadership experience preferred.

• An advanced degree or CCP certification is a plus.

Skills

• Strategic Thinking

• Planning and Organizing

• Influencing

• Communication

• Courage

• Collaboration

• Emotional Intelligence

• Continuous Improvement

• Decision Making

• Talent Development

Benefits

• 401(k)

• Medical/dental/vision insurance

• Employee share purchase plan

• PTO

• Short-Term Incentive (STI)

Pay

The salary range for this role is from $130,000-$150,000.

Schedule

N/A