Compensation Manager

James Hardie is the industry leader in exterior home and outdoor living solutions, with a portfolio that includes fiber cement, fiber gypsum, composite and PVC decking and railing products. Our family of trusted brands includes Hardie®, TimberTech®, AZEK® Exteriors, Versatex®, fermacell®, and StruXure®. With over 8,000 employees and our U.S. operating entities headquartered in Chicago, we boast 31 operating sites, 6 recycling facilities, and 6 research and development centers globally. Powered by a dynamic workforce, we’re united by our purpose of Building a Better Future for All™ through sustainable innovation, a Zero Harm culture, and a commitment to empowering our people and communities. For more information, visit Compensation is an important component of our Total Rewards strategy which focuses on delivering Total Rewards that make us an employer of choice and empower our employees to live their best lives. We are seeking an experienced Compensation Manager to support a complex, evolving workforce across manufacturing, sales and corporate environments. The role is highly analytical and technical, with ownership of core compensation processes rather than people management. The ideal candidate brings strong market pricing expertise, experience working across multiple employee populations, and comfort operating in a systems‑enabled but Excel‑heavy environment. Flexibility in approach is critical—this role requires navigating different compensation structures rather than applying a single, rigid framework. You will partner with Human Resources leadership, as well as internal teams in Finance, Legal, HR operations to address business needs, provide guidance and ensure successful outcomes. What You’ll Do: Manage the annual compensation merit cycle and/or semi‑annual promotion cycles for a large segment of the organization. Lead market pricing and job architecture activities across hourly and salaried populations, exempt and non‑exempt roles, corporate, sales and/or manufacturing functions. Conduct in‑depth compensation analysis, including market benchmarking and pay structure assessments, ad‑hoc analysis to support leadership decisions, and support bonus and incentive compensation programs. Partner closely with HR and business leaders, including manufacturing stakeholders, to provide compensation guidance and recommendations. Provide operational support for immigration and relocation programs in coordination with third‑party vendors. Communicate and present compensation decisions clearly, including navigating difficult or sensitive conversations. Contribute to the organization’s expanding global compensation awareness, including pay transparency considerations in Europe. Leverage systems and tools to manage compensation data accurately and efficiently. Experience working with compensation systems is required. Advanced Excel proficiency is essential, including Pivot tables, VLOOKUP/XLOOKUP, Power Query, data manipulation and translating data into clear narratives. Ability to operate effectively in an Excel‑driven environment while supporting broader system adoption. What You’ll Bring: Bachelor’s degree, ideally in a qualitative area. Approximately 5+ years of compensation experience. Experience supporting employee populations of 2,500–5,000+ employees. Strong U.S. compensation experience required; global exposure or awareness is a strong plus. Demonstrated expertise in market pricing, job architecture and evaluation methodologies, compensation analysis across varied job families and pay structures. Experience supporting hourly and manufacturing populations is highly valued. The ability to work in a fast‑paced environment and manage competing priorities is essential. Ability to operate independently with minimal oversight. Comfortable flexing across compensation philosophies and structures (not tied to a single point‑factor or singular A‑point approach). Experience working alongside other experienced compensation professionals, enabling collaboration and customization rather than foundational build‑out. Confident owning a function and being accountable for outcomes without direct reports. Clear, thoughtful communicator who can explain and defend compensation decisions. Brings intellectual curiosity, adaptability, and appreciation that compensation practices vary by geography, workforce, and business needs. Knowledge of human resources and compensation including knowledge of relevant Federal, State, Local laws/regulations relating to compensation. Experience in developing compensation structures and pay scales for corporate roles and functions; experience in developing manufacturing pay scales or hourly pay scales. Expertise in financial analysis, statistical analysis, and modeling is required. Business and financial acumen. What You’ll Receive: As of the date of this posting, a good faith estimate of the current pay scale for this position is $130,000 to $150,000. Placement in the range depends on several factors such as experience, skills, geography and internal equity and may change over time. This position qualifies for benefits and you will be eligible to participate in a bonus plan. At James Hardie, we recognize that our success depends on our people. We’ve worked hard to build a generous and competitive benefits program that demonstrates our commitment to our employees. Compensation: competitive salary and bonus eligibility Paid Time Off: vacation and company holidays Retirement: 401(k) with 6% match Investments: Employee Stock Purchase plan (ESP) Work‑Life Balance: parental leave, wellness programs James Hardie Building Products Inc. is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, gender, sex, age, national origin, religion, sexual orientation, gender identity/expression, genetic information, veteran's status, marital status, pregnancy, disability, or any other basis protected by law. James Hardie will comply with any applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, in accordance with its plans and policies. The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary. #J-18808-Ljbffr James Hardie Corporation