Compensation Manager

The Compensation Manager plays a key role within the Total Rewards team, leading the design, administration, and continuous improvement of the company’s compensation programs. This position provides strategic and analytical support across base pay, incentive compensation, market benchmarking, salary structures, and compensation governance to ensure programs are competitive, equitable, and aligned with business objectives. 

In addition to managing day-to-day compensation programs, this role will partner closely with HR, Finance, Payroll, and business leaders to provide data-driven recommendations, support annual compensation cycles, and deliver solutions that help attract, retain, and reward talent. 

The Compensation Manager responsibilities include but are not limited to:

Compensation Strategy & Program Management 

• Lead the administration and ongoing development of broad-based compensation programs, including base pay, short-term incentives, salary structures, and job architecture. 

• Partner with the Director, Total Rewards to evaluate compensation philosophy, programs, and practices to ensure alignment with business strategy and talent objectives. 

• Provide compensation guidance and recommendations to HR and business leaders on new hires, promotions, internal moves, retention matters, and other pay decisions. 

• Develop and maintain compensation policies, guidelines, tools, and communications that support consistent and effective decision-making. 

• Drive continuous improvement by identifying opportunities to simplify processes, improve employee and leader experience, and enhance compensation program effectiveness. 

Market Analysis & Compensation Analytics 

• Lead participation in compensation surveys and conduct market benchmarking to assess the competitiveness of jobs and pay programs. 

• Analyze internal and external compensation data to identify trends, pay gaps, pay inequities, compression, and other areas requiring action or further review. 

• Maintain and evaluate salary structures, market reference points, and other compensation frameworks. 

• Develop compensation models, reports, and dashboards that provide actionable insights and support leadership decision-making. 

• Monitor external market practices and emerging compensation trends and recommend changes as appropriate. 

Annual Compensation Cycles & Governance 

• Lead key elements of the annual compensation cycle, including merit, incentive, promotion, and salary planning processes. 

• Partner with HRIS and Payroll to ensure compensation programs, system configurations, calculations, and employee data are accurate and aligned. 

• Conduct regular audits and analyses to support pay equity, internal consistency, and compliance with applicable federal, state, and local requirements. 

• Maintain clear documentation, controls, and approval processes for compensation programs and pay decisions. 

Cross-Functional Leadership 

• Partner with Total Rewards, HR, Finance, Payroll, Legal, and business leaders to ensure compensation programs are practical, competitive, and aligned with organizational priorities. 

• Serve as a trusted compensation advisor, translating complex data and concepts into clear recommendations for leaders and HR partners. 

• Support Total Rewards initiatives and special projects, bringing a collaborative, solutions-oriented approach to evolving business needs. 

Required Experience and Skills:

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or related field. 

• 5–8 years of progressive compensation or Total Rewards experience, including experience managing broad-based compensation programs. 

• Strong knowledge of compensation principles, market benchmarking, salary structures, incentive plans, and job evaluation methodologies. 

• Hands-on experience leading annual compensation planning cycles and providing compensation consultation to HR and business leaders. 

• Certified Compensation Professional (CCP) or similar Total Rewards certification preferred. 

• Strong analytical, project management, communication, and influencing skills, with the ability to translate data into practical recommendations. 

• Advanced Excel and compensation analytics capabilities, with meticulous attention to detail and a high degree of discretion. 

Remote work is being considered for this role excluding the following states:  California, Connecticut, Delaware, Illinois, Indiana, Louisiana, Massachusetts, Michigan, New Jersey, New York, and Tennessee unless willing to relocate.