Compensation Manager

Korn Ferry has partnered with our client on their search for Compensation Manager

The Compensation Manager provides subject-matter expertise and leadership for the design, implementation, communication, and administration of compensation programs. This includes base pay, short- and long-term incentive plans, global compensation frameworks, and regulatory compliance.

Working in close partnership with the Compensation team, Human Resources, and business leaders, this role supports the strategic direction of compensation programs in alignment with the company's Total Rewards philosophy. The role serves as a trusted internal advisor, ensuring compensation programs attract and retain talent, reinforce desired behaviors, and reward achievement of successful business results.

The Compensation Manager ensures that compensation programs are internally equitable, externally competitive, and administered in full compliance with all applicable regulatory requirements.

Key Responsibilities

Competitive Compensation Analysis

• Oversees the completion of annual and ad hoc market evaluations of positions and conducts analyses to establish and maintain a competitive market position.
• Manages the organization's portfolio of compensation surveys, ensuring market data is leveraged effectively to support compensation decisions.
• Leads compensation consulting projects, including the recommendation, selection, and management of external vendors.
• Conducts special studies and provides analysis and recommendations on complex compensation issues as needed.

Communication & Stakeholder Management

• Oversees the communication and administration of all company compensation programs.
• Develops effective communication strategies and materials that support compensation programs, reinforce the employee value proposition, and drive business results.
• Manages all compensation vendor relationships and serves as a key liaison with external partners.
• Provides user input and guidance for internal and external systems that support compensation program delivery.
• Partners with outside actuaries, legal counsel, and auditors to ensure compensation programs remain compliant with applicable regulations.

Policy & Program Administration

• Develops, implements, and administers compensation policies and programs across the organization.
• Supports the preparation of materials and presentations for senior management and the Human Resources Committee of the Board of Directors.
• Ensures high-quality service delivery to internal stakeholders and promotes fair, consistent, and equitable program administration.
• Monitors program execution to ensure alignment with company policies, governance standards, and business objectives.

Compensation Program Design & Strategy

• Partners with business leaders and HR colleagues to ensure compensation initiatives are closely aligned with both current and future business needs.
• Assesses and addresses emerging business themes and strategic priorities, translating business objectives and metrics into effective compensation strategies and initiatives.
• Monitors the effectiveness and compliance of compensation programs, recommending modifications and enhancements where appropriate.
• Identifies and develops future compensation initiatives to address gaps in existing programs and respond to company objectives, competitive market trends, and employee feedback.
• Serves as a strategic advisor to leadership regarding compensation program design, market competitiveness, and evolving workforce needs.

Business Partnership & Continuous Improvement

• Creates strong partnerships with business leaders and HR partners to ensure compensation programs effectively support organizational goals.
• Utilizes market intelligence, employee feedback, and business performance data to evaluate program effectiveness and drive continuous improvement.
• Recommends innovative compensation solutions that balance business objectives, talent needs, market competitiveness, and employee engagement.

Experience and Professional Qualifications

Ideal Candidates Will Bring:

• Minimum of 8 years of progressive experience in compensation, including at least 3 years of people management experience.
• Strong knowledge of local and federal regulations governing compensation programs.
• Demonstrated ability to apply sound judgment, make informed decisions, and solve complex compensation challenges.
• Strong communication skills with the ability to simplify complex compensation concepts for diverse audiences.
• Proven effectiveness as a coach, consultant, and leader.
• Excellent interpersonal and communication skills, with a strong focus on stakeholder experience and customer service.
• Ability to measure, analyze, and track program effectiveness and outcomes.
• High ethical standards with the ability to maintain confidentiality and handle sensitive information appropriately.