Compensation Manager

Compensation Manager
The Role
In this role, you’ll utilize your deep subject matter expertise in compensation design, analytics and theory to serve as a strategic client facing consultant to our executive business leaders and stakeholders. You will not only have the opportunity to analyze and identify compensation issues, but drive them to resolution with your strong communication, problem solving, and influencing skills. Our client is looking for an experienced compensation manager in the ultra-competitive Cyber-physical, Information Technology & Intelligent Building Solutions sectors. This individual would be a strong presence and would be comfortable speaking to executives and employees across the company as we navigate the annual cycle, hiring, and everything in between.
RESPONSIBILITES:
Compensation Strategy & Program Management:
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Lead the design, development, and execution of the company’s compensation programs, including base salary, short- and long-term incentives, equity, and bonus plans.
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Ensure the compensation strategy supports the organization’s business goals and attracts top talent while maintaining internal equity.
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Develop and implement strategies for executive compensation and collaborate with leadership on pay decisions.
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Market Research & Benchmarking.
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Conduct comprehensive market research and benchmarking to ensure the company’s compensation programs remain competitive, including benchmarking for roles outside of the continental United States.
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Utilize industry salary surveys and internal data to guide compensation decisions and recommend pay adjustments.
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Monitor market trends, emerging compensation practices, and legal requirements to keep the company’s programs up to date.
Job Evaluation & Pay Structure:
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Oversee the evaluation of job roles, classifications, and pay grades to maintain internal equity and compliance.
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Review and approve job descriptions, ensuring they accurately reflect responsibilities and align with compensation frameworks.
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Ensure the appropriate job leveling and grading systems are applied consistently across the organization.
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Compliance & Legal Adherence:
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Ensure all compensation programs comply with federal, state, and local laws (e.g., FLSA, Equal Pay Act) and relevant labor standards.
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Conduct regular audits of compensation practices to ensure fairness, transparency, and compliance with regulations.
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Develop and implement policies to address pay equity and ensure alignment with organizational diversity and inclusion initiatives.
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Budgeting & Financial Planning:
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Partner with the finance team to manage the compensation budget, ensuring alignment with financial goals and constraints.
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Analyze compensation costs and forecast future expenses related to pay programs, incentive structures, and equity awards.
Leadership & Team Management:
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Lead, mentor, and develop the compensation team, including analysts and specialists, providing guidance on complex compensation matters.
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Collaborate with HR business partners and department leaders to provide expert advice on compensation-related issues.
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Lead cross-functional teams on compensation-related projects, including mergers and acquisitions, restructurings, and compensation harmonization efforts.
Communication & Stakeholder Engagement:
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Present compensation analysis, recommendations, and reports to senior leadership, including the C-suite and board of directors.
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Ensure effective communication of compensation programs to managers and employees, ensuring transparency and understanding.
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Provide training and support to HR teams and managers on compensation policies, salary structures, and pay decisions.
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Data Analysis & Reporting:
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Analyze compensation data to identify trends, gaps, and opportunities, providing actionable insights to leadership.
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Prepare compensation reports, including pay equity analyses, benchmarking studies, and other metrics for decision-making.
EDUCATION & EXPERIENCE:
• 5+ years of experience in the analysis, design, and administration of compensation programs; including experience working with job architecture and multiple surveys.
• Bachelor’s Degree in Human Resources, Business Administration, Mathematics, Finance, or related field.
• Certified Compensation Professional (CCP) or Compensation Management Specialist (CMS) preferred.
• Strong analytic and quantitative skills, with a track record of managing compensation projects. Able to audit and analyze large data sets efficiently.
• Solid working knowledge of HR regulations and Compliance needs related to Compensation.
• Experience in job leveling and pay band development
• Working knowledge of compensation practices, principles and regulations required; experience at large multi-state companies preferred.
• Excellent written and verbal communication skills. Ability to be influential with impactful presentation skills.
• Advanced Microsoft Office experience: in particular, Word, PowerPoint, and Excel experience that includes VLOOKUP, pivot tables, charts, regression analysis, and nested function statements.
• Experience working with OCONUS/CONUS