Mgr, Compensation
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading (not present). Do NOT put Job ID/requisition numbers as headings. Preserve all substantive info; remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions). Include a section only when posting has real specific content; never emit heading with filler.
We have Salary Range given: $112,406.00 - $168,608.00. So Pay section should be present with that info.
Schedule: Hybrid Work Schedule described: remote work on Mondays and Fridays, onsite Tue-Thu. So Schedule section.
Benefits: list of perks and benefits described: Competitive Salary (but that's pay), Hybrid Work Schedule (already schedule), Health Insurance, 401(k), Time Off, Observed Holidays list, Employee Discounts, Hit our Numbers Lunch, Tuition Scholarships. Also maybe "Competitive Salary" is pay but we can include in Benefits? Better to keep Pay separate. Benefits section should list benefits: Health Insurance, 401(k), Time Off, Observed Holidays, Employee Discounts, Hit our Numbers Lunch, Tuition Scholarships. Also maybe "Competitive Salary" is not a benefit but pay.
We need to include About the role: Position Summary paragraph.
Responsibilities: list of responsibilities under "Responsibilities and Essential Functions". Should be bullet list.
Qualifications, Skills and Education: includes Required Qualifications and Preferred Qualifications. Could combine into Requirements? The instruction says use headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly.
We have "Qualifications, Skills and Education:" heading in source. We could split into Requirements (maybe required qualifications) and Qualifications (maybe preferred?) and Skills (maybe skills). But we need to follow instruction: Use those headings only if posting has real specific content. We have content for qualifications, skills, education. So we could create sections: Requirements (maybe required qualifications), Qualifications (maybe preferred qualifications), Skills (maybe skill list). However we need to avoid duplication.
Let's parse the qualifications section:
Required Qualifications:
- Bachelor's degree in HR, Business, Finance or related field.
- 5+ years progressive experience in compensation, with at least 2 years in a compensation manager or senior analyst capacity.
- Experience with survey participation and market pricing tools (Radford, Mercer, WTW, or similar).
- Strong working knowledge of U.S. compensation regulations (FLSA, pay transparency, and state-specific pay equity laws).
- Experience with compensation data benchmarking, pay structure and cost impact analysis, providing market pricing, and building and designing salary structures.
- Deep knowledge of HR best practices within compensation.
- Strong analytical skills, including market sizing, pricing analysis, competitive benchmarking and forecasting, with ability to translate complex data into clear, actionable recommendations for non-technical stakeholders and executives.
- Demonstrated project-management skills, with ability to manage multiple priorities and align with Finance partners and internal stakeholders.
- Excellent communication and consulting skills, with ability to build credibility with HR partners and business leaders at all levels.
- Strong proficiency in Microsoft Excel and PowerPoint.
Preferred Qualifications:
- Experience working in a manufacturing, consumer goods, or related industry and/or experience with a blended exempt/non-exempt workforce.
- Familiarity with global compensation, specifically Mexico (China and Vietnam are a plus).
- Certified Compensation Professional (CCP) designation.
We could map:
- Requirements: Required Qualifications (maybe as list)
- Qualifications: Preferred Qualifications (maybe as list)
- Skills: maybe combine analytical skills, project management, communication, Excel/PowerPoint? But those are already in required qualifications. Could instead put Skills as a list of specific skills: Strong analytical skills, project-management, communication and consulting, proficiency in Excel/PowerPoint. However we risk duplication.
Better approach: Use Requirements for required qualifications, Qualifications for preferred qualifications, and Skills for the skill-based items (analytical, project management, communication, Excel/PowerPoint). But we need to ensure we don't lose any info.
Alternatively, we could combine Required and Preferred into Requirements and Qualifications sections, and omit Skills if no distinct skill list beyond those. But instruction says we can have few substantive sections over many thin ones. So maybe we just have Requirements (including required and preferred) and skip Qualifications and Skills. But we must follow headings list: we can include only those sections that have real content. So we could include About the role, Responsibilities, Requirements, Benefits, Pay, Schedule. Omit Qualifications and Skills if we merge into Requirements.
But the instruction says: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It's examples, not mandatory to use all. So we can choose.
Thus produce:
About the role
Position Summary: The Compensation Manager implements and administers competitive, equitable, and compliant compensation programs that support the organization's total rewards strategy. This role manages base pay structures, job architecture, and annual compensation cycles for the company’s 600+ U.S. employees, while partnering with HR and Finance to ensure compensation practices in Mexico remain market-competitive and compliant with local requirements. The Compensation Manager acts as a subject-matter expert to HR Business Partners, Talent Acquisition, and people leaders, translating compensation philosophy and market data into practical guidance that helps the business attract, retain, and fairly reward talent.
Responsibilities
- Compensation Program Design & Administration: Partners with senior HR leaders to advise, maintain and continuously improve compensation structures and programs; conduct regular market benchmarking and manage participation in compensation surveys; oversee the annual bonus program, including calculations, approvals, communication, and delivery; lead the annual compensation planning cycle, including merit increases and promotional adjustments, in partnership with HR Business Partners and Finance; own job evaluation and leveling processes, ensuring new and existing roles are evaluated consistently against internal equity and market benchmarks; recommend and implement improvements to compensation programs, tools, and processes to support evolving business needs.
- Compliance & Governance: Ensure compensation programs comply with applicable local, state, and federal regulations, including FLSA exemption classification, pay transparency and pay equity laws, and minimum wage requirements across all geographic areas where employees are located; conduct regular pay equity audits and partner with HR and Legal to remediate identified gaps; maintain accurate compensation documentation, including job descriptions, salary structures, and any other required documents for retention and compliance.
- Systems & Data Integrity: Own compensation data integrity within the HRIS (e.g., SuccessFactors, Workday, ADP) and compensation planning tools, including system configuration for merit and bonus cycles; partner with the HRIS Manager to maintain data integrity in compensation-related systems, including running queries and analyzing data.
- Partnership & Consultation: Provide guidance to HR and management on pay decisions, policy and guideline interpretation, and job evaluations; serve as the primary point of contact for compensation questions from HR Business Partners, recruiters, and people leaders; train and advise managers and HR partners on compensation philosophy, pay structures, and communicating pay decisions to employees; support the design and communication of total rewards statements that reflect the full value of pay and benefits employees globally.
Requirements
- Bachelor's degree in Human Resources, Business, Finance or a related field.
- 5+ years of progressive experience in compensation, with at least 2 years in a compensation manager or senior analyst capacity.
- Experience with survey participation and market pricing tools (Radford, Mercer, WTW, or similar).
- Strong working knowledge of U.S. compensation regulations (FLSA, pay transparency, and state-specific pay equity laws).
- Experience with compensation data benchmarking, pay structure and cost impact analysis, providing market pricing, and building and designing salary structures.
- Deep knowledge of HR best practices within compensation.
- Strong analytical skills, including market sizing, pricing analysis, competitive benchmarking and forecasting, with the ability to translate complex data into clear, actionable recommendations for non-technical stakeholders and executives.
- Demonstrated project-management skills, with the ability to manage multiple priorities and align with Finance partners and internal stakeholders.
- Excellent communication and consulting skills, with the ability to build credibility with HR partners and business leaders at all levels.
- Strong proficiency in Microsoft Excel and PowerPoint.
- Preferred: Experience working in a manufacturing, consumer goods, or related industry and/or experience with a blended exempt/non-exempt workforce.
- Preferred: Familiarity with global compensation, specifically Mexico (China and Vietnam are a plus).
- Preferred: Certified Compensation Professional (CCP) designation.
Benefits
- Health Insurance: variety of health insurance options (medical, dental, vision, etc.) for all team members; eligible the first month following start date.
- 401(k): company matches 100% up to 3% and then 50% of the next 2% deferred.
- Time Off: paid time off starts accruing day 1.
- Observed Holidays: 10 company observed holidays: New Years, Martin Luther King, President’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas Day.
- Employee Discounts: discounts across all product lines.
- Hit our Numbers Lunch: celebration when monthly milestones are hit.
- Tuition Scholarships: partnership with UMASS Global for 10%-20% off tuition for you and/or your family.
Pay
Salary Range: $112,406.00 - $168,608.00
Schedule
Hybrid Work Schedule: remote work on Mondays and Fridays; onsite collaboration on Tuesdays, Wednesdays, and Thursdays.
We need to ensure no boilerplate like "About Us", "Equal Opportunity Employer", etc. We removed those. Also removed "Perks and Benefits:" heading but we used Benefits section.
Check for any duplicated lines: we have not repeated.
Check for any filler like "commensurate with experience" - none.
All substantive info preserved: Position Summary, responsibilities broken into sub-bullets but we combined into list items each with semicolons. That's okay.
We kept "Compensation Program Design & Administration" etc as part of list items. Might be better to separate each bullet as separate responsibility. But we have combined multiple responsibilities into one bullet each with semicolons; still preserves info. Could split into separate bullets for clarity but not required.
We should ensure we didn't lose any details: The responsibilities list includes: Partners with senior HR leaders to advise, maintain and continuously improve compensation structures and programs. Conduct regular market benchmarking and manage participation in compensation surveys. Oversee the annual bonus program, including calculations, approvals, communication, and delivery. Lead the annual compensation planning cycle, including merit increases and promotional adjustments, in partnership with HR Business Partners and Finance. Own job evaluation and leveling processes, ensuring new and existing roles are evaluated consistently against internal equity and market benchmarks. Recommend and implement improvements to compensation programs, tools, and processes to support evolving business needs.
Compliance & Governance: Ensure compensation programs comply with applicable local, state, and federal regulations, including FLSA exemption classification, pay transparency and
for prose. Do NOT repeat job title as heading (not present). Do NOT put Job ID/requisition numbers as headings. Preserve all substantive info; remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions). Include a section only when posting has real specific content; never emit heading with filler. We have Salary Range given: $112,406.00 - $168,608.00. So Pay section should be present with that info. Schedule: Hybrid Work Schedule described: remote work on Mondays and Fridays, onsite Tue-Thu. So Schedule section. Benefits: list of perks and benefits described: Competitive Salary (but that's pay), Hybrid Work Schedule (already schedule), Health Insurance, 401(k), Time Off, Observed Holidays list, Employee Discounts, Hit our Numbers Lunch, Tuition Scholarships. Also maybe "Competitive Salary" is pay but we can include in Benefits? Better to keep Pay separate. Benefits section should list benefits: Health Insurance, 401(k), Time Off, Observed Holidays, Employee Discounts, Hit our Numbers Lunch, Tuition Scholarships. Also maybe "Competitive Salary" is not a benefit but pay. We need to include About the role: Position Summary paragraph. Responsibilities: list of responsibilities under "Responsibilities and Essential Functions". Should be bullet list. Qualifications, Skills and Education: includes Required Qualifications and Preferred Qualifications. Could combine into Requirements? The instruction says use headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly. We have "Qualifications, Skills and Education:" heading in source. We could split into Requirements (maybe required qualifications) and Qualifications (maybe preferred?) and Skills (maybe skills). But we need to follow instruction: Use those headings only if posting has real specific content. We have content for qualifications, skills, education. So we could create sections: Requirements (maybe required qualifications), Qualifications (maybe preferred qualifications), Skills (maybe skill list). However we need to avoid duplication. Let's parse the qualifications section: Required Qualifications: - Bachelor's degree in HR, Business, Finance or related field. - 5+ years progressive experience in compensation, with at least 2 years in a compensation manager or senior analyst capacity. - Experience with survey participation and market pricing tools (Radford, Mercer, WTW, or similar). - Strong working knowledge of U.S. compensation regulations (FLSA, pay transparency, and state-specific pay equity laws). - Experience with compensation data benchmarking, pay structure and cost impact analysis, providing market pricing, and building and designing salary structures. - Deep knowledge of HR best practices within compensation. - Strong analytical skills, including market sizing, pricing analysis, competitive benchmarking and forecasting, with ability to translate complex data into clear, actionable recommendations for non-technical stakeholders and executives. - Demonstrated project-management skills, with ability to manage multiple priorities and align with Finance partners and internal stakeholders. - Excellent communication and consulting skills, with ability to build credibility with HR partners and business leaders at all levels. - Strong proficiency in Microsoft Excel and PowerPoint. Preferred Qualifications: - Experience working in a manufacturing, consumer goods, or related industry and/or experience with a blended exempt/non-exempt workforce. - Familiarity with global compensation, specifically Mexico (China and Vietnam are a plus). - Certified Compensation Professional (CCP) designation. We could map: - Requirements: Required Qualifications (maybe as list) - Qualifications: Preferred Qualifications (maybe as list) - Skills: maybe combine analytical skills, project management, communication, Excel/PowerPoint? But those are already in required qualifications. Could instead put Skills as a list of specific skills: Strong analytical skills, project-management, communication and consulting, proficiency in Excel/PowerPoint. However we risk duplication. Better approach: Use Requirements for required qualifications, Qualifications for preferred qualifications, and Skills for the skill-based items (analytical, project management, communication, Excel/PowerPoint). But we need to ensure we don't lose any info. Alternatively, we could combine Required and Preferred into Requirements and Qualifications sections, and omit Skills if no distinct skill list beyond those. But instruction says we can have few substantive sections over many thin ones. So maybe we just have Requirements (including required and preferred) and skip Qualifications and Skills. But we must follow headings list: we can include only those sections that have real content. So we could include About the role, Responsibilities, Requirements, Benefits, Pay, Schedule. Omit Qualifications and Skills if we merge into Requirements. But the instruction says: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It's examples, not mandatory to use all. So we can choose.
Thus produce:
About the role
Position Summary: The Compensation Manager implements and administers competitive, equitable, and compliant compensation programs that support the organization's total rewards strategy. This role manages base pay structures, job architecture, and annual compensation cycles for the company’s 600+ U.S. employees, while partnering with HR and Finance to ensure compensation practices in Mexico remain market-competitive and compliant with local requirements. The Compensation Manager acts as a subject-matter expert to HR Business Partners, Talent Acquisition, and people leaders, translating compensation philosophy and market data into practical guidance that helps the business attract, retain, and fairly reward talent.
Responsibilities
- Compensation Program Design & Administration: Partners with senior HR leaders to advise, maintain and continuously improve compensation structures and programs; conduct regular market benchmarking and manage participation in compensation surveys; oversee the annual bonus program, including calculations, approvals, communication, and delivery; lead the annual compensation planning cycle, including merit increases and promotional adjustments, in partnership with HR Business Partners and Finance; own job evaluation and leveling processes, ensuring new and existing roles are evaluated consistently against internal equity and market benchmarks; recommend and implement improvements to compensation programs, tools, and processes to support evolving business needs.
- Compliance & Governance: Ensure compensation programs comply with applicable local, state, and federal regulations, including FLSA exemption classification, pay transparency and pay equity laws, and minimum wage requirements across all geographic areas where employees are located; conduct regular pay equity audits and partner with HR and Legal to remediate identified gaps; maintain accurate compensation documentation, including job descriptions, salary structures, and any other required documents for retention and compliance.
- Systems & Data Integrity: Own compensation data integrity within the HRIS (e.g., SuccessFactors, Workday, ADP) and compensation planning tools, including system configuration for merit and bonus cycles; partner with the HRIS Manager to maintain data integrity in compensation-related systems, including running queries and analyzing data.
- Partnership & Consultation: Provide guidance to HR and management on pay decisions, policy and guideline interpretation, and job evaluations; serve as the primary point of contact for compensation questions from HR Business Partners, recruiters, and people leaders; train and advise managers and HR partners on compensation philosophy, pay structures, and communicating pay decisions to employees; support the design and communication of total rewards statements that reflect the full value of pay and benefits employees globally.
Requirements
- Bachelor's degree in Human Resources, Business, Finance or a related field.
- 5+ years of progressive experience in compensation, with at least 2 years in a compensation manager or senior analyst capacity.
- Experience with survey participation and market pricing tools (Radford, Mercer, WTW, or similar).
- Strong working knowledge of U.S. compensation regulations (FLSA, pay transparency, and state-specific pay equity laws).
- Experience with compensation data benchmarking, pay structure and cost impact analysis, providing market pricing, and building and designing salary structures.
- Deep knowledge of HR best practices within compensation.
- Strong analytical skills, including market sizing, pricing analysis, competitive benchmarking and forecasting, with the ability to translate complex data into clear, actionable recommendations for non-technical stakeholders and executives.
- Demonstrated project-management skills, with the ability to manage multiple priorities and align with Finance partners and internal stakeholders.
- Excellent communication and consulting skills, with the ability to build credibility with HR partners and business leaders at all levels.
- Strong proficiency in Microsoft Excel and PowerPoint.
- Preferred: Experience working in a manufacturing, consumer goods, or related industry and/or experience with a blended exempt/non-exempt workforce.
- Preferred: Familiarity with global compensation, specifically Mexico (China and Vietnam are a plus).
- Preferred: Certified Compensation Professional (CCP) designation.
Benefits
- Health Insurance: variety of health insurance options (medical, dental, vision, etc.) for all team members; eligible the first month following start date.
- 401(k): company matches 100% up to 3% and then 50% of the next 2% deferred.
- Time Off: paid time off starts accruing day 1.
- Observed Holidays: 10 company observed holidays: New Years, Martin Luther King, President’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas Day.
- Employee Discounts: discounts across all product lines.
- Hit our Numbers Lunch: celebration when monthly milestones are hit.
- Tuition Scholarships: partnership with UMASS Global for 10%-20% off tuition for you and/or your family.
Pay
Salary Range: $112,406.00 - $168,608.00
Schedule
Hybrid Work Schedule: remote work on Mondays and Fridays; onsite collaboration on Tuesdays, Wednesdays, and Thursdays.
We need to ensure no boilerplate like "About Us", "Equal Opportunity Employer", etc. We removed those. Also removed "Perks and Benefits:" heading but we used Benefits section. Check for any duplicated lines: we have not repeated. Check for any filler like "commensurate with experience" - none. All substantive info preserved: Position Summary, responsibilities broken into sub-bullets but we combined into list items each with semicolons. That's okay. We kept "Compensation Program Design & Administration" etc as part of list items. Might be better to separate each bullet as separate responsibility. But we have combined multiple responsibilities into one bullet each with semicolons; still preserves info. Could split into separate bullets for clarity but not required. We should ensure we didn't lose any details: The responsibilities list includes: Partners with senior HR leaders to advise, maintain and continuously improve compensation structures and programs. Conduct regular market benchmarking and manage participation in compensation surveys. Oversee the annual bonus program, including calculations, approvals, communication, and delivery. Lead the annual compensation planning cycle, including merit increases and promotional adjustments, in partnership with HR Business Partners and Finance. Own job evaluation and leveling processes, ensuring new and existing roles are evaluated consistently against internal equity and market benchmarks. Recommend and implement improvements to compensation programs, tools, and processes to support evolving business needs. Compliance & Governance: Ensure compensation programs comply with applicable local, state, and federal regulations, including FLSA exemption classification, pay transparency and