Compensation Manager

Compensation ManagerThere's a place for you at Crawford Electric Supply. A career at Crawford Electric Supply is more than a job. You're investing in a brighter, more sustainable future together and joining a team that makes a real difference for our customers. Crawford Electric Supply offers electrical products and services to contractors. If it helps bring electricity to an office, home, factory or other building – you can find it here. We operate throughout the southeast region of the United States, and are part of the Sonepar group, the world's #1 electrical distributor with over 45,000 associates around the globe. Being "Powered by Difference" means we respect and value diverse perspectives. Crawford Electric Supply we offer a supportive culture and great benefits, and as part of the larger Sonepar group, we can offer exciting opportunities to grow your career. It's time to energize your future! Don't miss out on this electrifying opportunity – apply today!Position: Compensation ManagerLocation: Houston, TXAbout Crawford: If you are looking for a company who is committed to building a relationship with you, who encourages having fun at work, who is powered by difference, and who is passionate about your future, it's time to apply at Crawford Electric Supply. Known in the electrical distribution industry for being a great place to work and build a career, Crawford prides itself on being a business partner rather than just an electrical supplier to its customers. Everyday Crawford associates provide the best customer experience while at the same time offering the widest variety of electrical products on the market. For the past 30 years, Crawford has built a culture of growth, opportunity, innovative thinking, and stability for its employees by truly living up to the company motto of, "Whatever It Takes!" through our mindset competencies below: Adapt: Effectively embrace new situation and people Dare: Appropriately challenge the status quo Learn: Learn from others, from mistakes, and self-improveResponsibilitiesThe Compensation Manager is responsible for the design, administration, analysis, and governance of the organization's compensation programs. This individual contributor role serves as the subject matter expert for all compensation-related matters, ensuring the company maintains competitive, equitable, and compliant pay practices that support business objectives and talent strategies. The Compensation Manager partners closely with Human Resources, Finance, and business leaders to provide market intelligence, compensation analytics, salary structure management, job evaluations, incentive plan administration, and strategic compensation recommendations. Reporting directly to the Vice President of Human Resources, with a dotted-line relationship to the Vice President of Finance, this role plays a critical part in balancing talent attraction and retention objectives with financial stewardship.Essential DutiesCompensation Strategy & Program ManagementDevelop, maintain, and administer company-wide compensation programs, policies, and guidelines.Conduct market pricing analyses and benchmarking studies to ensure competitive pay positioning.Evaluate compensation trends and recommend program changes aligned with business objectives and market conditions.Support the design and administration of base pay, short-term incentive, bonus, and commission programs.Develop and maintain salary structures, pay grades, and job architecture frameworks.Job Evaluation & Market AnalysisLead job evaluations and compensation reviews for new and existing positions.Partner with HR and business leaders to assess internal equity and external competitiveness.Ensure appropriate job classifications, salary grades, and compensation recommendations.Conduct regular market analyses and compensation surveys to support compensation decisions.Analytics & ReportingAnalyze compensation data and workforce trends to identify risks, opportunities, and recommendations.Develop dashboards, reports, and executive summaries for HR and Finance leadership.Monitor internal pay equity and compensation effectiveness metrics.Support budgeting, workforce planning, and organizational design initiatives with compensation-related analytics.Compliance & GovernanceEnsure compliance with federal, state, and local wage and hour regulations.Monitor compensation practices for consistency, fairness, and legal compliance.Support audits, reporting requirements, and regulatory submissions as needed.Maintain compensation policies, documentation, and process controls.Business PartnershipServe as the primary compensation advisor to HR leadership, Finance, and operational leaders.Provide guidance on compensation-related issues, including promotions, transfers, market adjustments, and organizational changes.Partner with Talent Acquisition to develop competitive offer strategies and hiring recommendations.Support acquisition integration activities and organizational restructuring efforts as required.Key Success MeasuresMarket competitiveness of compensation programs. Internal pay equity and compliance. Accuracy and effectiveness of compensation analyses and recommendations. Successful administration of annual merit and incentive processes. Partnership effectiveness with HR, Finance, and business leaders. Budget alignment and compensation cost management.QualificationsBachelor's degree in Human Resources, Finance, Business Administration, Economics, Accounting, or a related field required. 7+ years of progressive compensation experience. Experience designing and administering salary structures, incentive plans, and compensation programs. Experience conducting compensation analyses, market pricing, and job evaluations. Experience partnering with executive leadership and finance teams. Preferred Certifications Certified Compensation Professional (CCP) preferred. SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.Knowledge, Skills, and Abilities Strong understanding of compensation principles, job architecture, salary structures, and market pricing methodologies. Advanced analytical and financial modeling skills. Advanced proficiency in Excel and HRIS systems. Ability to interpret compensation survey data and workforce analytics. Strong business acumen and financial literacy. Excellent communication and presentation skills. Ability to influence and advise leaders at all organizational levels. Environment Standard office work environment