Sr. Manager, Compensation

Want to partner with senior leaders to solve complex workforce and reward challenges that drive business success? This role serves as a strategic compensation advisor to their client groups, partnering closely with People Organization People Business Partners and business leaders.

With a preference for Chicago, IL, any US location would be considered.

Aon is in the business of better decisions

At Aon, we shape decisions for the better to protect and enrich the lives of people around the world.

As an organization, we are united through trust as one engaged team, and we are passionate about helping our colleagues and clients succeed.

What the day will look like

The Senior Manager, Compensation will play a critical role in designing, implementing, and governing compensation programs that support Aon's talent strategy, strategic objectives, and commitment to fair and equitable pay practices.

• Provide guidance on compensation decisions including hiring, promotions, job changes, market adjustments, retention programs, and incentive opportunities.
• Conduct complex compensation analyses and develop recommendations that balance market competitiveness, internal equity, affordability, and business needs.
• Support the development, implementation, and governance of compensation programs, policies, and practices.
• Partner with Finance and People Organization leadership to evaluate compensation-related costs and workforce planning implications.
• Lead and support salary, bonus, and long-term incentive planning activities.
• Provide analysis and recommendations related to budget allocation, salary increase planning, pay differentiation, and compensation outcomes.
• Assess compensation trends and identify risks, opportunities, and emerging issues throughout the compensation cycle.
• Support governance and maintenance of the Global Career Framework and job architecture.
• Conduct market pricing analyses and evaluate competitiveness of salary structures and compensation programs.
• Ensure alignment between compensation decisions, job architecture, and market practices.
• Ensure compensation decisions and programs align with internal policies, governance requirements, and applicable regulations.
• Identify compensation-related risks and recommend mitigation plans.
• Support audits, governance reviews, and documentation requirements.
• Maintain appropriate controls over compensation processes and data.

How this opportunity is different

This role partners closely with People Partners, Finance, Legal, and business leaders to provide strategic compensation consulting, support annual compensation processes, and manage sophisticated compensation matters.

Skills and experience that will lead to success

The successful candidate will combine strong analytical capabilities with practical business judgment and will serve as a trusted advisor on compensation across the globe, while contributing to global initiatives and governance.

• 8+ years of progressive compensation experience in a large, complex organization.
• Experience in compensation analysis, salary administration, market pricing, and annual compensation processes.
• Experience advising senior leaders and People Business partners on complex compensation matters.
• Strong analytical and quantitative skills with the ability to interpret large data sets and develop actionable insights.
• Experience developing executive-level presentations and recommendations.
• Knowledge of compensation analyses, compensation analytics methodologies.
• Experience with global compensation programs and governance frameworks.
• Advanced Excel and data analysis skills.
• Experience with compensation and HR technology platforms (e.g., Workday, compensation planning tools, pay equity platforms).
• Strategic problem solver with strong business acumen, meticulous.
• Demonstrates discretion and professionalism when handling highly confidential information.

Education : Bachelor's degree or equivalent years of industry experience.

For positions in San Francisco and Los Angeles, we will consider for employment qualified applicants with arrest and conviction record in accordance with local Fair Chance ordinances.

Aon is not accepting unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate.

Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.

Pay Transparency Laws:

The salary range for this position (intended for U.S. applicants) is $130,000 - $150,000 annually. The actual salary will vary based on applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on applicant's geographic location.

This position is eligible to participate in one of Aon's annual incentive plans to receive an annual discretionary bonus in addition to base salary. The amount of any bonus varies and is subject to the terms and conditions of the applicable incentive plan.

Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance, various types of leaves of absence, paid time off, including 12 paid holidays throughout the calendar year, 15 days of paid vacation per year, paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counseling sessions. Eligibility for benefits is governed by the applicable plan documents and policies.

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