Manager, Compensation

Job Summary

The Manager, Compensation leads the design, analysis, and implementation of enterprise compensation programs, serving as a senior compensation partner to HR and business leadership. This role is responsible for translating compensation strategy into executable solutions that ensure market competitiveness, internal equity, and alignment with business objectives.

Operating with a high degree of autonomy, this role drives complex compensation initiatives end-to-end in partnership with HR leadership. The role also plays a critical part in annual compensations cycles, market analysis, governance, and incentive program execution, including short and long-term incentive programs, while driving process optimization and continuous improvement.

 

Duties and Responsibilities

• Strategic Compensation Design & Advisory (30%): Lead the design and evolution of compensation programs, including base pay structures, annual incentive plans, and long-term incentive (LTI) frameworks. Provide expert guidance and recommendations to HR and business leaders on compensation matters, including offers, promotions, and organizational changes. Translate market data and internal analytics into clear, actionable strategies that support talent and business objectives.
• Advanced Analytics & Market Insights (20%): Drive market pricing strategy, benchmarking methodology, and advanced pay modeling. Conduct in-depth analyses (e.g., pay equity, compression, cost modeling, scenario planning) to inform decision-making. Synthesize large data sets into clear insights and recommendations for HR and business stakeholders.
• Program Ownership & Governance (20%): Oversee end-to-end administration and governance of compensation programs, including salary structures, merit and bonus cycles, and incentive plans. Ensure programs are compliant with internal policies and applicable regulations while maintaining strong governance and audit readiness. Establish and refine guidelines, frameworks, and controls to ensure consistency and scalability.
• Enterprise Initiatives & Program Enhancement (10%): Lead or play a key role in enterprise-wide initiatives such as job architecture, pay equity analyses, and compensation framework enhancements. Identify opportunities to modernize and enhance compensation programs to improve competitiveness and effectiveness. Partner cross-functionally to align compensation strategies with broader talent and business priorities.
• Process Optimization & System Improvement (10%): Identify and implement opportunities to streamline and automate compensation processes and workflows. Partner with HRIS and People Analytics teams to improve systems, reporting, and data integrity. Enhance tools and capabilities supporting compensation and incentive program administration, including LTI processes.
• Business Partnership & Influence (5%): Serve as a trusted advisor to HR Business Partners and leaders. Provide guidance, tools, and data-driven insights to support effective compensation decision-making. Ensure consistent application of compensation philosophy, programs, and decision frameworks.
• Communication & Enablement (5%): Develop and deliver clear, concise communication materials and training to support compensation programs. Increase transparency and understanding of compensation philosophy, programs, and decision frameworks.

 

Experience and Education Requirements

Minimum

• Bachelor’s degree in Human Resources, Business, Finance, or related field, or equivalent work experience
• 6+ years of progressive experience in compensation analysis, program design, and administration

Preferred

• Master’s degree in Human Resources, Business Administration, or related discipline
• 8+ years of compensation experience in a corporate environment
• Certified Compensation Profession (CCP) or equivalent certification
• Experience in publicly traded organization preferred
• Experience supporting incentive programs, including exposure to long-term incentives (LTI)

 

Knowledge, Skills & Abilities

• Strong knowledge of compensation principles, market practices, and pay-for-performance frameworks
• Advance analytical and quantitative skills with strong Excel and modeling capabilities
• Deep understanding of salary structures, incentive programs, and compensation governance practices
• Familiarity with HRIS and compensation systems, including data management and reporting
• Strong business acumen with ability to translate data into actionable recommendations
• Excellent written and verbal communication skills, with the ability to convey complex information clearly
• Ability to operate independently while aligning with leadership direction and priorities
• Strong problem-solving skills with a practical, solutions-oriented approach
• Familiarity with relevant compensation laws, regulations, and compliance considerations

 

Other Requirements

• Perform other functions, duties and projects, as assigned.
• Regular and punctual attendance.
• Ability to travel up to 10%

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