POSITION SUMMARY:The Compensation Manager (Business Partner) will play a pivotal role in supporting leaders as they navigate aligning business priorities with people strategies. This position involves collaborating with various departments and being the strategic compensation partner to ensure that the compensation structure aligns with the company’s strategic goals and supports talent acquisition, retention, and engagement.

KEY RESPONSIBILITIES:

• Serve as a business partner to leadership, at various levels within the company, by providing insights on the company’s compensation methodology, educating leaders on how to use compensation as a tool, and ensuring standardized pay practices are being utilized.

• Analyze compensation data to identify trends, potential issues, and areas for improvement to ensure plans support the business strategies, while maintaining competitive and cost-effective compensation programs.

• Focus on a pro-active approach to compensation rather than reactive.

• Provide compensation expertise related to salary structure design and administration, short-term incentive programs, job evaluations, market data trends, and sales commission plans for eligible employees.

• Stay informed about industry trends, market benchmarks, and legal requirements to ensure competitive and compliant compensation practices

• Conduct job analyses to determine the appropriate level and value of each position.

• Ensure job architecture is comprehensive and reflective of the business roles.  Partner with comp team peers to update as needed.

• Partner with various compensation peers to ensure compensation structure, programs and policies are aligned with business needs.  Support the HR teams and business leaders through annual compensation planning processes

• Collaborate with HR and business leaders to ensure alignment between compensation decisions and organizational goals to support talent retention and attraction.

• Ensure compliance with relevant labor laws and regulations.

• Partner with legal and HR teams to conduct regular audits of compensation practices.

• Provide education and training to HR and management on compensation-related topics.

• Performs other job-related duties as assigned or apparent.

QUALIFICATIONS:

• In-depth knowledge of compensation principles, salary structures, job evaluation and experience in executive compensation, equity plans and understanding of market trends.

• Proven ability to collaborate effectively with cross-functional teams, HR partners and senior leadership.

• Thorough understanding of labor laws and regulations related to compensation, ensuring compliance through conducting regular audits to mitigate legal risks.

• Strong analytic and quantitative skills with proficiency in data analysis tools and methodologies.

• Ability to interpret complex data sets and provide actionable insights to drive compensation decisions.

• Excellent communication skills with the ability to articulate complex compensation concepts in a clear and understandable manner.

• Demonstrated experience in presenting compensation-related information to diverse audiences, including senior leadership.

• High attention to detail and accuracy in managing compensation data and documentation.

MINIMUM QUALIFICATIONS:

• 5 years of progressive experience in compensation analysis, design and strategy development.

• Experience working in a business partner role, understanding and aligning compensation strategies with broader business objectives.

Rewarding Compensation and Benefits

Eligible employees can elect to participate in:
• Comprehensive medical benefits coverage, dental plans and vision coverage.
• Health care and dependent care spending accounts. 
• Short- and long-term disability.
• Life insurance and accidental death & dismemberment insurance.
• Employee and Family Assistance Program (EAP).
• Employee discount programs.
• Retirement plan with a generous company match.
• Employee Stock Purchase Plan (ESPP).

• Paid Time Off (PTO)

• Benefits:

The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified.  Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.