As the Compensation Manager, you will own the design, governance, and administration of the compensation policies, plans, and procedures, ensuring compensation decisions consistently reflect the Company's philosophy, support business goals, and maintain market competitiveness, internal equity, and compliance.
In this role you will:- Manage compensation plan practices, policies, processes, and system data to support accuracy, integrity, consistency, and compliance.
- Oversee the design, implementation, administration, and evaluation of compensation programs and recommend changes to ensure alignment with Company objectives and compensation philosophy.
- Develop and lead compensation analyses, workforce models, and recommendations that support compensation strategy, program design, business objectives, and Compensation Committee decision-making.
- Serve as the organization's primary compensation expert, overseeing compensation structures, incentives, commissions, job evaluation, and pay practices while ensuring consistent application of the Company's compensation philosophy, internal equity, market competitiveness, and compliance requirements.
- Prepare materials for Compensation Committee of the Board of Directors, including summaries of current program design, market positioning, business considerations, and proposed changes.
- Review and analyze merit increase proposals, promotional increases, market adjustments, and related recommendations to ensure consistency with market data, budget parameters, and the Company's compensation philosophy.
- Review executive compensation data and partner with Legal to finalize reporting for the Compensation Discussion and Analysis section of the annual Information Statement.
- Establish and maintain routine audits of compensation policies, practices, plan eligibility, and system data, and provide relevant summaries, metrics, and recommendations to management.
- Oversee the development of manager tools, training resources, educational materials, and process documentation related to pay practices, salary ranges, job descriptions, incentive plans, and management responsibilities.
- Oversee participation in, submission of, and analysis of salary surveys and recommend updates to compensation policies, structures, and practices as appropriate.
What you bring to the table:- Minimum of 8 years of progressive Human Resources or compensation experience, including a solid understanding of compensation theory, plan design, market analysis, job evaluation, and compensation administration
- Four-year degree in Human Resources, Business, Finance, or a related field
- Certified Compensation Professional (CCP) preferred
- Experience supporting Compensation Committee or Board-level materials preferred
- Experience developing compensation models, salary structures, incentive plans, and pay governance frameworks preferred
- Knowledge of compensation-related government compliance and regulations
- Knowledge of compensation plan structure and design principles
- Knowledge of quantitative analysis, financial modeling, and data interpretation techniques
- Knowledge of HR systems, compensation systems, and Microsoft Office applications, with strong proficiency in Excel
- Leadership and supervisory skills
- Excellent oral and written communication skills
- Collaboration, influencing, advisory, and stakeholder management skills
- Mathematical, statistical, and compensation modeling skills
- Analytical, problem-solving, and decision-support skills
- Strong organizational, prioritization, and project management skills
- Ability to work independently in a fast-paced environment and handle multiple, competing priorities
- Ability to work cooperatively with others
Compensation Details: The expected starting rate of pay for this position is $105,978 annually, depending on experience. This position is also incentive eligible, based on specific and relevant business metrics.
Working ConditionsOffice environment.
This job description is intended to describe the general nature and level of work performed by individuals occupying this position of employment. It is not intended to be construed as an exhaustive list of all duties, responsibilities, and skill required of all individuals assigned to this job title. Management reserves the right to modify all or part of this job description at its discretion in order to meet location requirements, staffing levels, and/or any other needs of the business. All of the essential functions of the job, as defined by the Americans with Disabilities Act and/or equivalent state law, may not have been described. All requests for reasonable accommodation(s) will be reviewed and evaluated on a case-by-case basis.
