The Senior Compensation Manager is a strategic and hands-on compensation leader responsible for managing and enhancing compensation programs and processes across the Company. The role partners with the Head of Compensation to contribute to the development of compensation strategy, translate that strategy into effective, scalable programs, and lead complex projects and annual processes across a broad range of compensation areas.

The Senior Compensation Manager provides compensation consultation and data-driven recommendations to executives, HR and business leaders, leads and develops a team of 2–4 compensation professionals, and works across HR, Finance, Legal and other functions to deliver competitive, equitable and compliant compensation solutions. The position also brings a broad total rewards perspective and partners with Benefits and other HR functions to support an integrated employee value proposition.

Critical Skills

• Strategic thinking and business acumen, with the ability to translate direction into effective programs and processes

• Ability to influence senior business leaders and build effective relationships across organizational levels

• Demonstrated people leadership, coaching, delegation and talent-development capabilities

• Strong analytical, financial modeling, critical-thinking and problem-solving capabilities, with exceptional attention to detail

• Excellent written, verbal and presentation skills

• Strong project leadership skills and the ability to manage multiple complex, cross-functional priorities

• Agility, sound judgment and the ability to lead through ambiguity and changing business requirements

• Ability to balance strategic responsibilities with detailed, hands-on execution

Major Tasks, Responsibilities and Key Accountabilities

• Partner with the Head of Compensation to design, evaluate and implement competitive, equitable and financially responsible compensation programs that attract top talent, retain high-performing team members and align with the Company’s business and talent strategies.

• Contribute to the development and implementation of the Company’s compensation philosophy, job architecture, titling conventions, salary structures and pay guidelines.

• Serve as a strategic compensation advisor and escalation point for complex or sensitive compensation matters while leading and developing a high-performing team that develops and presents analyses and recommendations to senior business leaders. For senior-level and executive offers, develop recommendations or provide supporting market analysis, as appropriate.

• Manage and administer a portfolio of compensation programs, which may include base pay, salary and wage structures, incentive compensation, rewards and recognition, and other related compensation programs and initiatives.

• Lead the planning and execution of key annual compensation processes, which may include merit and wage reviews, incentive payouts, equity events, salary-structure reviews and related communications. Establish project plans, timelines and controls; coordinate cross-functional dependencies; and ensure accurate, timely delivery.

• Provide compensation consultation to HR Talent Advisors, HR Business Partners, Talent Acquisition and business leaders regarding pay strategy, program application and compensation recommendations for new hires, promotions, transfers, retention actions and other team member-specific situations.

• Develop financial models and recommendations related to compensation programs, wage investments, reorganizations, retention arrangements and other complex workforce decisions.

• Conduct and oversee market analyses, job evaluations and job leveling to support competitive benchmarking, appropriate grading, internal equity and consistent pay decisions.

• Support specialized compensation and executive-related processes, which may include equity and deferred compensation administration, executive compensation analysis, reporting, communications, and preparation of leadership and Board materials under the direction of the Head of Compensation.

• Lead or support compensation compliance and governance initiatives, including pay equity, pay transparency, FLSA and other applicable requirements. Maintain clear methodologies, process documentation and controls to support compliance, consistency and business continuity.

• Lead cross-functional compensation projects and system or process enhancements, partnering with HR Technology, Finance, Legal, Benefits, Talent Acquisition and other stakeholders.

• Champion innovation within Compensation by responsibly leveraging AI-enabled solutions to streamline processes, improve insights and drive greater efficiency across compensation programs.

• Apply a total rewards perspective to compensation work and partner with Benefits and other HR functions on integrated analyses, initiatives and employee communications.

• Develop clear compensation communications, tools, training and supporting materials for leaders, HR partners and team members.

• Monitor compensation trends, regulatory developments and evolving market practices and assess their potential impact on the Company.

• Manage external compensation consultants, survey providers and technology vendors as appropriate.

Qualifications

Required

• Bachelor’s degree required

• Eight or more years of progressively responsible compensation experience, including compensation program design, market analysis and administration

• At least two years of people-leadership experience, including managing direct reports and/or leading professional project teams

• Strong knowledge of base-pay practices, market pricing, job evaluation, salary structures and incentive compensation

• Demonstrated experience leading complex, cross-functional projects and major compensation processes

• Demonstrated ability to consult with and influence senior business leaders and present complex, data-driven recommendations

• Strong analytical capabilities and advanced Excel skills

• Proven ability to work independently, manage competing priorities and deliver accurate work under tight deadlines

• Ability to exercise sound judgment and handle highly confidential and sensitive information appropriately

Preferred

• Compensation experience within retail or another geographically dispersed organization with hourly and salaried workforces

• Experience supporting equity compensation, executive compensation, job architecture or compensation compliance

• Experience implementing or enhancing Workday and other compensation technology platforms

• Experience working with Benefits or other areas of total rewards

• Certified Compensation Professional designation or similar certification

This is a hybrid role. Tuesday through Thursday are in-office days at BJ's Club Support Center in Marlborough, MA and Monday and Friday are remote days.

In accordance with the Pay Transparency requirements, the following represents a good faith estimate of the compensation range for this position. At BJ’s Wholesale Club, we carefully consider a wide range of non-discriminatory factors when determining salary. Actual salaries will vary depending on factors including but not limited to location, education, experience, and qualifications. The pay range for this position is $146,250.00 - $181,500.00

We recognize the growing role of AI tools, including ChatGPT, and value familiarity with them. That said, we want to hear from your authentic self. Your application should reflect your own skills, experiences, and insights rather than AI-generated responses.