Why This Role Is Valuable
The Compensation Manager plays a critical role in delivering exceptional service and strategic compensation support across the organization. This role is responsible for designing, implementing, and maintaining compensation structures and programs aligned with pay-for-performance principles. The ideal candidate will bring a consultative mindset, deep subject matter expertise, and a collaborative, data-driven approach to ensure competitive and compliant pay practices that support both business goals and employee engagement.
Key Responsibilities
- Lead the evaluation, development, and implementation of compensation structures, salary bands, and geographic pay differentials.
- Design and manage compensation plans and programs, including base pay, incentive, and variable compensation components.
- Oversee the annual compensation planning cycle and ensure timely execution.
- Drive system enhancements and ongoing maintenance of compensation functionalities within HCM platforms (e.g., Workday).
- Partner with HRIS and payroll teams to ensure compensation data integrity.
- Manage the compensation inbox and ensure timely responses to internal stakeholders.
- Evaluate and align compensation structures for newly integrated business units or teams.
- Lead salary survey participation and manage benchmarking analysis.
- Analyze salary data to determine appropriate pay grades and market competitiveness.
- Maintain compensation planning tools and ensure data accuracy.
- Collaborate with HR business partners and talent acquisition to determine compensation strategies for new roles.
- Conduct job evaluations and recommend compensation packages in alignment with company philosophy.
- Maintain and organize job descriptions and role profiles, including job families and titling conventions.
- May manage and mentor direct reports.
- Support general HR administrative tasks related to corporate compensation practices as needed.
Qualifications
- Minimum of 7 years of compensation experience with a focus on base pay, incentive plans, and variable compensation.
- Experience in compensation tool and software implementation (e.g., ERI, PayScale, Workday).
- Proficiency in HRIS systems; Workday experience preferred.
- Strong Excel skills and proficiency with Microsoft Office Suite.
- Supervisory experience preferred (1–3 years).
- Demonstrated ability to analyze data, solve problems, and think strategically.
- Strong interpersonal skills and the ability to build effective partnerships with internal stakeholders.
- In-depth understanding of federal and state employment laws as they pertain to compensation.
- High level of discretion and confidentiality when handling sensitive data.
- Strong organizational and communication skills, with attention to detail and service delivery.