Senior Compensation Manager

Position Summary The Senior Manager, Compensation serves as the organization's lead compensation strategist and is responsible for designing, implementing, and evolving U.S. compensation programs that support Milliman's business strategy and employee experience. This role will lead the transformation of Milliman's compensation programs from a historically decentralized model to a more consistent enterprise approach while balancing the flexibility needed to support our diverse practices. Reporting to the Director of HR Operations, this role partners closely with HR Business Partners, Finance, Payroll, HRIS, business leaders, and executive leadership to develop innovative compensation solutions that attract, retain, and reward top talent. This role manages a team of compensation professionals and is responsible for developing talent, establishing priorities, and fostering a collaborative, high-performing team focused on delivering exceptional service and strategic compensation solutions. Responsibilities Serve as a trusted advisor to senior leadership by providing strategic compensation guidance on organizational design, executive compensation recommendations, retention strategies, market competitiveness, and complex employee situations.Establish governance processes and decision frameworks that promote consistency while allowing flexibility where business needs require.Develop executive presentations, manager toolkits, employee communications, and educational materials that translate complex compensation data into clear, actionable recommendations.Lead the design, implementation, and evolution of Milliman's compensation philosophy, governance framework, job architecture, salary structures, and salary ranges, supporting the organization's transition to a more standardized enterprise compensation model.Lead the design, development, implementation, and administration of merit increase, incentive compensation, and other variable pay programs.Lead compensation analysis including job evaluations, market pricing, internal equity reviews, cost projections, compensation modeling, and program implementation.Provide compensation consultation and guidance to HR Business Partners and business leaders regarding market competitiveness, total rewards, legislative changes, and compensation best practices.Partner closely with business leaders and HR Business Partners to develop compensation strategies and provide data-driven recommendations that support business objectives.Partner with HRIS and Payroll to design, test, and optimize compensation processes and technology supporting annual compensation cycles and ongoing administration.Monitor compensation trends, legislative developments, and regulatory changes, recommending enhancements to compensation programs and policies as appropriate.Lead external benchmarking, compensation surveys, market research, and financial modeling to evaluate market competitiveness and recommend strategic program enhancements.Lead, coach, and develop a high-performing team of compensation professionals through performance management, coaching, and career development.Establish priorities, assign work, and provide technical oversight to ensure high-quality execution of compensation programs and strategic initiatives.Foster a collaborative, customer-focused culture while building strong partnerships across Human Resources and the business. Skills & Qualifications Required Bachelor’s degree in Business, Finance, Human Resources or related field preferredThe ideal candidate must have 10+ years of Compensation experience, professional services industry preferredThe ideal candidate must have previous experience leading enterprise compensation projects from strategy through implementationThe ideal candidate must have subject matter expertise in compensation strategy, market pricing, benchmarking, job architecture, salary administration, variable pay programs, pay equity, cost modeling, and compensation analytics.The ideal candidate must have demonstrated business acumen with the ability to understand business strategy and translate organizational objectives into effective compensation solutions.The ideal candidate must have demonstrated success leading, coaching, and developing high-performing compensation teams.The ideal candidate must have advanced proficiency in Microsoft Excel; experience with HRIS compensation modules and data visualization tools (e.g., Power BI) preferred.Must have the ability to balance strategic leadership with hands-on execution.Must have the ability to influence stakeholders and drive decisions without direct authority.Must have the knowledge of emerging compensation trends, regulatory requirements, and market practices.Must have the ability to lead through ambiguity and adapt to changing business priorities.Must have the ability to assess business processes and implement scalable, continuous improvement solutions.Must have the ability to lead cross-functional initiatives and build strong partnerships with business leaders and key stakeholders.Must have strong executive presence with the ability to analyze complex data and effectively communicate recommendations to senior leadership.Must have exceptional project management skills with the ability to lead multiple enterprise initiatives simultaneously. LOCATION: This is a remote role. The expected application deadline for this job is August 10th, 2026 Compensation The overall range for this role is $131,600 - $249,780. For candidates residing in: Alaska, California, Connecticut, Illinois, Maryland, Massachusetts, New Jersey, New York City, Pennsylvania, Virginia, Washington, or the District of Columbia the range is $151,340 - $249,780. All other locations the range is $131,600 - $217,200. A combination of factors will be considered, including, but not limited to, education, relevant work experience, qualifications, skills, certifications, etc. Benefits We offer a comprehensive benefits package designed to support employees’ health, financial security, and well-being. Benefits include: Medical, Dental and Vision – Coverage for employees, dependents, and domestic partners. Employee Assistance Program (EAP) – Confidential support for personal and work-related challenges. 401(k) Plan – Includes a company matching program and profit-sharing contributions. Discretionary Bonus Program – Recognizing employee contributions. Flexible Spending Accounts (FSA) – Pre-tax savings for dependent care, transportation, and eligible medical expenses. Paid Time Off (PTO) – Begins accruing on the first day of work. Full-time employees accrue 15 days per year, and employees working less than full-time accrue PTO on a prorated basis. Holidays – A minimum of 10 paid holidays per year. Family Building Benefits – Includes adoption and fertility assistance. Paid Parental Leave – 11 weeks of paid leave for employees who meet eligibility criteria. Life Insurance & AD&D – 100% of premiums covered by Milliman. Short-Term and Long-Term Disability – Fully paid by Milliman. About Milliman Independent for over 77 years, Milliman delivers market-leading services and solutions to clients worldwide. Today, we are helping companies take on some of the world’s most critical and complex issues, including retirement funding and healthcare financing, risk management and regulatory compliance, data analytics and business transformation. Through a team of professionals ranging from actuaries to clinicians, technology specialists to plan administrators, we offer unparalleled expertise in employee benefits, investment consulting, healthcare, life insurance and financial services, and property and casualty insurance. Equal Opportunity All qualified applicants will receive consideration for employment, without regard to race, color, religion, sex, sexual orientation, national origin, disability, or status as a protected veteran.