Senior Manager of Compensation

About the role

As Senior Manager of Compensation, you'll shape how we design and deliver competitive, performance-driven compensation programs—aligning business strategy, risk management, and market practices. This is a highly visible role with direct influence on executive decision-making, organization design, and total rewards strategy.

What You'll Do

• Shape Compensation Strategy & Governance: Lead the design, implementation, and governance of compensation programs aligned to business strategy, pay-for-performance principles, and Associated's Total Rewards Philosophy.
• Own Core, Incentive & Equity Programs: Provide oversight of base pay, annual incentives (including sales compensation), and long-term/equity programs—ensuring scalability, market competitiveness, and alignment to business needs.
• Advise Leaders on Pay & Organization Design: Partner with senior leaders to provide guidance on pay positioning, job architecture, and organizational design—balancing competitiveness, internal equity, and risk.
• Drive Data-Driven Decisions: Deliver insights through market benchmarking, pay equity analysis, geographic differentials, and financial modeling to support budgeting, forecasting, and strategic decision-making.
• Strengthen Risk & Regulatory Alignment: Ensure compensation programs align with regulatory expectations for large financial institutions, with strong governance, controls, and risk mitigation practices.
• Lead Annual Compensation Cycle: Oversee annual planning processes (merit, incentive, and equity), ensuring disciplined execution, budget alignment, and clear outcomes.
• Ensure Compliance & Control: Maintain adherence to federal/state regulations and internal policies while proactively identifying and mitigating compensation-related risks.
• Build a High-Performing Team: Lead, coach, and develop a Compensation team that delivers accurate, efficient, and compliant results while advancing capability and innovation.

Experience

• 7+ years of progressive compensation experience within financial services or a complex, regulated environment
• 3–5 years of people leadership or leading high-impact compensation initiatives
• Deep experience across core, incentive, and equity compensation

Qualifications

• Bachelor's degree in Human Resources, Finance, Business, or related field (required)
• MBA or advanced degree (preferred)
• Certified Compensation Professional (CCP) preferred

Why This Role Stands Out

• Direct influence on executive compensation decisions and enterprise strategy
• Opportunity to modernize and scale compensation programs
• High visibility across HR, Finance, and business leadership
• Ability to shape fair, competitive, and inclusive pay practices

Pay

$122,710.00 - $210,360.00 per year