SUMMARYReporting into the Vice President, Human Resources, the Manager, Compensation is responsible for the design, implementation, and management of compensation programs that support the organization's talent strategy. This role ensures competitive, equitable, and performance-driven pay practices aligned with business objectives and organizational values.
PRIMARY SCOPE OF ROLECOMPENSATION STRATEGY & DESIGN- Develop and maintain the organization's compensation philosophy and guiding principles.
- Design and manage job architecture, job evaluation frameworks, and salary structures.
- Conduct market benchmarking to ensure competitive positioning across all employee groups.
- Design and evolve base pay and incentive programs.
ANNUAL COMPENSATION CYCLE- Lead the annual merit, bonus, and promotion processes.
- Develop compensation planning tools, guidelines, and governance frameworks.
- Partner with HRBPs and business leaders to ensure consistent and equitable application.
- Ensure alignment with budget and financial planning cycles.
PAY EQUITY & COMPLIANCE- Conduct pay equity and internal equity analyses.
- Support compliance with applicable legislation and transparency requirements.
- Identify and mitigate compensation-related risks, ensuring fair and consistent practices.
ANALYTICS & INSIGHTS- Analyze compensation data, market trends, and workforce metrics.
- Provide actionable insights to leadership on pay positioning, retention, and competitiveness.
- Develop dashboards and reporting tools to support decision-making.
INCENTIVE & SPECIAL PROGRAMS- Design and manage incentive compensation programs (e.g., annual bonus, sales incentives, recognition plans).
- Partner with business leaders on plan effectiveness and performance alignment.
GOVERNANCE & DATA INTEGRITY- Establish and maintain compensation policies, frameworks, and approval processes.
- Partner with HRIS and Payroll teams to ensure data integrity and system alignment.
- Support audits, compliance reviews, and compensation-related reporting requirements.
LEADERSHIP & STAKEHOLDER ENGAGEMENT- Lead and develop compensation team members (as applicable).
- Act as a trusted advisor to HRBPs and business leaders on compensation matters.
- Present insights and recommendations to senior leadership and, where appropriate, executive committees.
POSITION REQUIREMENTS- Bachelor's degree in Human Resources, Business, Economics, or related field.
- 7+ years of progressive compensation experience in a complex organization.
- Strong analytical skills, including advanced Excel and data modeling capabilities.
- Experience with job evaluation methodologies and market survey tools.
- CCP designation (or progress toward) preferred.
- Advanced analytical and quantitative skills.
- Strong business acumen and financial literacy.
- Ability to influence and advise senior stakeholders.
- High attention to detail and governance mindset.
- Ability to translate data into clear, strategic recommendations.
WHAT WE OFFER- Expected Base Salary: $100,000 - $125,000 per year. The actual base salary will depend on several factors including experience, qualifications, internal equity, work location and market expectations.
- Annual performance-based bonus.
- Comprehensive group benefits program.
- Retirement savings program.
- Career growth and advancement opportunities.
DisclaimersArtificial Intelligence (AI) Disclosure: AI tools are not used in the screening or assessment of applicants for this position.
Vacancy Status: This posting is for an existing job vacancy.
GIP does not accept unsolicited resumes from external recruiters or agencies. We only work with approved partners directly engaged by our Human Resources team for specific searches. Unsolicited submissions will not be eligible for placement fees.
We thank you for your interest. Only those selected for an interview will be contacted.
