Compensation Manager

At Freddie Mac, our mission of Making Home Possible is what motivates us, and it's at the core of everything we do. Since our charter in 1970, we have made home possible for more than 90 million families across the country. Join an organization where your work contributes to a greater purpose. Position Overview Join Freddie Mac's Compensation team as a Compensation Manager, where you will lead a team and help shape compensation and recognition programs that attract, retain, and motivate top talent. In this role, you will lead and develop a team of compensation professionals, oversee key enterprise compensation programs and processes, and help evolve the tools, resources, and capabilities that support Freddie Mac's Total Rewards strategy. Our Impact We partner with business leaders and HR partners to design and deliver competitive, market-driven compensation and recognition programs that support Freddie Mac's talent and business objectives. We provide compensation consulting, market intelligence, and strategic guidance that help attract, retain, and motivate top talent. We lead enterprise compensation programs, annual compensation processes, and recognition initiatives that support business priorities and employee engagement. We leverage data, technology, and analytics to continuously improve compensation programs, strengthen decision-making, and enhance stakeholder experiences. Your Impact Lead, coach, and develop a team of compensation professionals, strengthening capabilities, fostering accountability, balancing workloads, and supporting high-quality execution. Oversee compensation programs, projects, and recurring processes, including market data refreshes, survey participation, compensation planning, recognition, stakeholder communications, and other enterprise compensation initiatives. Establish clear approaches, tools, and guidance that enable consistent and scalable compensation decisions across the enterprise. Perform and review complex compensation analyses, apply sound compensation judgment, and provide clear, practical recommendations to HR partners and business leaders aligned with business needs and compensation philosophy. Partner across Human Resources, Finance, Payroll, Legal, and business teams to implement compensation programs and resolve complex issues. Lead improvements to compensation processes, reporting, technology, and Workday-enabled capabilities to strengthen efficiency, scalability, and stakeholder experience. Support fair, equitable, and business-aligned pay decisions while balancing enterprise priorities, risk, and employee experience. Qualifications At least 8-10 years of progressive compensation experience, including 2+ years of people leadership experience leading compensation professionals. College degree or equivalent experience required; advanced degree or Certified Compensation Professional (CCP) designation preferred. Demonstrated expertise in the design, administration, and implementation of compensation programs, including base pay, incentive plans, market pricing, and compensation planning, with the ability to evaluate complex situations and develop practical, data-driven solutions. Proven ability to lead and motivate a team, build collaborative relationships across Human Resources and business functions, and communicate compensation analyses and recommendations clearly and effectively to managers and senior leaders. Strong proficiency in Microsoft Excel and PowerPoint; experience using Workday Advanced Compensation and leveraging data, analytics, and reporting tools to support compensation planning, cycle administration, and program enhancements. Keys to Success in this Role People leadership skills and a commitment to coaching, developing, and creating accountability across the team. Ability to translate compensation strategy and complex data into clear, practical, and scalable approaches. Strong program and project leadership, with the ability to connect strategy, execution, and change management. Sound judgment and the ability to make decisions, navigate ambiguity, and balance multiple enterprise priorities. Collaborative mindset with the ability to build alignment across Human Resources, Finance, Payroll, Legal, and business teams. Curiosity and initiative to use technology, AI, automation, and new ways of working to improve compensation processes. We consider all applicants for all positions without regard to gender, race, color, religion, national origin, age, marital status, veteran status, sexual orientation, gender identity/expression, physical and mental disability, pregnancy, ethnicity, genetic information or any other protected categories under applicable federal, state or local laws. We will ensure that individuals are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receiv #J-18808-Ljbffr