Compensation Manager

Compensation Manager Overview

• The Compensation Manager will lead the design, implementation, and management of compensation programs for a dynamic organization.
• Collaborate with HR and leadership to ensure competitive, equitable, and compliant compensation practices across multiple regions.
• Provide strategic guidance on pay decisions and compensation strategies, including collective bargaining agreements.
• Conduct market pricing, salary surveys, and benchmarking analyses to maintain competitive positioning.
• Partner with HR Technology teams to enhance tools, reporting, and processes for compensation planning.
• Support compensation planning initiatives and organizational changes through collaboration with Finance and Recruitment teams.
• Deliver training and guidance to stakeholders on compensation practices and processes.
• Ensure compliance with U.S. and international compensation laws, including pay transparency regulations.
• Leverage advanced tools and technologies to drive efficiency and scalability of compensation programs.

Compensation Manager Key Responsibilities & Duties

• Advise HR and leadership on compensation strategies and pay decisions across diverse organizational functions.
• Design, implement, and administer base salary, incentive programs, and compensation processes.
• Conduct market pricing and benchmarking analyses to inform pay decisions.
• Ensure compliance with multi-state and international compensation laws and regulations.
• Manage relationships with external compensation vendors and consultants.
• Enhance HR systems and compensation technologies to improve efficiency and accuracy.
• Collaborate with Finance on annual incentive planning initiatives.
• Prepare and distribute employee compensation statements ensuring accuracy and quality control.
• Deliver training and guidance on compensation practices to stakeholders.

Compensation Manager Job Requirements

• Bachelor’s degree in Business, HR, Finance, or related discipline required.
• 5-7 years of experience in compensation management, preferably in multi-state environments.
• Advanced proficiency in Excel for data analysis and modeling.
• Demonstrated experience with HR information systems and process improvement.
• Knowledge of U.S. compensation compliance laws and unionized environments preferred.
• Strong vendor management skills for compensation systems and market data tools.
• Excellent communication skills to advise and partner with managers at all levels.
• Certified Compensation Professional (CCP) or similar certification preferred.
• Ability to manage multiple priorities in fast-paced and ambiguous environments.