Compensation Manager

The Compensation Manager is responsible for designing, implementing, and managing competitive compensation programs while also supporting benefits strategy and administration. This role ensures alignment with organizational goals, market competitiveness, internal equity, and regulatory compliance. The ideal candidate brings strong analytical expertise, business acumen, and a collaborative approach to total rewards. Primary Responsibilities Compensation Strategy & Management Design, implement, and manage base pay, incentive, and variable compensation programs. Lead annual compensation processes including merit increases, bonus planning, and salary adjustments. Conduct market benchmarking using salary surveys and labor market data to ensure competitive positioning. Evaluate job roles, maintain job architecture, and ensure pay equity and internal consistency. Provide guidance to HR Business Partners and leaders on compensation decisions and pay practices. Develop and maintain compensation policies, structures, and guidelines. Benefits Support Partner with benefits leadership or vendors to support design and administration of health, welfare, and retirement programs. Assist with annual benefits review, renewal process, and cost management strategies. Analyze benefits utilization, participation trends, and employee feedback to recommend improvements. Support employee communications related to benefits programs and enrollment. Ensure compliance with applicable benefits regulations (e.g., ACA, ERISA, COBRA, FMLA). Compliance & Governance Ensure compensation and benefits programs comply with federal, state, and local regulations. Support pay equity analysis and reporting. Maintain documentation, audit readiness, and internal controls related to total rewards programs. Partner with Legal and HR leadership on regulatory updates and policy changes. Data Analysis & Reporting Analyze compensation and benefits data to identify trends, risks, and opportunities. Create dashboards and reports for leadership to support decision-making. Provide insights on workforce costs, compensation effectiveness, and return on investment. Stakeholder Collaboration Collaborate with HR, Finance, and business leaders to align total rewards with business strategy. Serve as a subject matter expert on compensation and benefits for leadership and employees. Support M&A, restructuring, or organizational changes with compensation and benefits expertise. Qualifications Required Bachelor’s degree in Human Resources, Business Administration, Finance, or related field. 5–8+ years of progressive compensation experience, with exposure to benefits programs. Strong analytical and problem-solving skills with advanced Excel/data analysis capabilities. Knowledge of compensation structures, job evaluation methodologies, and market pricing. Working knowledge of benefits programs and regulatory requirements. Excellent communication and stakeholder management skills. Preferred Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or similar certification. Experience with HRIS and compensation planning tools Experience in a multi-state or global organization. Leadership Attributes · Strategic & Critical Thinking: Applies deep expertise and forward-looking analysis to design compensation and total rewards strategies that align with business goals and evolving market dynamics. · Executive Communication & Influence: Clearly articulates complex compensation concepts and influences senior leaders to make informed, equitable, and competitive pay decisions. · Data-Driven Decision Making: Leverages advanced analytics, benchmarking, and modeling to guide compensation strategy, optimize costs, and support evidence-based recommendations. · Attention to Detail & Accuracy: Ensures precision in compensation planning, data analysis, and program execution to maintain integrity, compliance, and employee trust. · Strong Judgment & Confidentiality: Exercises sound judgment in handling sensitive compensation and benefits information while maintaining strict confidentiality and ethical standards. · Collaboration & Partnership: Builds strong cross-functional relationships with HR, Finance, and