Manager, Compensation

Our Story J.Crew gets you dressed every day, for every occasion. Since 1983, we've been creating classics that feel familiar and refreshingly new, crafted with unbeatable quality and distinctive point of view-it's no wonder we've been in your closet for four decades and counting. Today, we continue to do the classics our way, inspiring not only how you shop but how you define your personal style. Our commitment runs deeper than just making great clothes-we're proud of our role in getting you dressed with confidence, character, and celebrating a distinctly American sensibility that makes us who we are. Our dedication to Diversity, Equity, Belonging & Sustainability has been celebrated with industry recognition, reflecting our commitment to fostering an inclusive and sustainable workplace. About the Role As a key member of the Total Rewards team, the Manager, Compensation will help shape and execute J.Crew Group's compensation philosophy and programs, with a primary focus on base pay and short-term incentive programs. Reporting to the Director, Compensation & Benefits, this individual will lead critical components of the annual compensation cycle, provide expert guidance to HR and business leaders, and support the continued evolution of the company's compensation frameworks. The role will help ensure that compensation programs remain competitive, equitable , scalable and compliant across our global organization. Key Responsibilities Lead the design, implementation and ongoing optimization of compensation structures, salary ranges and short-term incentive programs. Serve as a trusted advisor to HR Business Partners and senior business leaders on complex compensation matters, including new-hire offers, promotions, pay adjustments and organizational changes. Own and drive key components of the annual compensation planning process, including data preparation, financial modeling, budgeting support, system execution and executive-ready insights. Lead job evaluation and market-pricing activities, ensuring alignment with internal equity, external competitiveness and evolving business needs. Analyze compensation data, workforce trends and external market practices to develop actionable recommendations for leadership and inform program enhancements. Partner cross-functionally with HR, Finance, Payroll and Store Operations to ensure the accurate and timely execution of compensation programs, including incentive and bonus payments. Oversee compensation operations and related Workday processes, including EIBs, with a focus on accuracy, efficiency, controls and scalability. Lead participation in compensation surveys and benchmarking initiatives, translating findings into meaningful insights and recommendations for leadership. Develop and deliver compensation training, tools and communications that strengthen compensation knowledge and decision-making across HR and business leadership. Serve as a subject‑matter expert on compensation policies, programs, processes and governance during annual planning cycles and throughout the year. Monitor compliance with applicable federal, state and local compensation laws and regulations, including the Fair Labor Standards Act, Equal Pay Act and pay‑transparency requirements. Proactively identify and mitigate compensation‑related risks through regular audits, data reviews, process controls and governance practices. Drive continuous improvement by identifying opportunities to streamline processes, improve data integrity and adopt relevant market‑leading practices. Lead and support special compensation initiatives, including program design, global harmonization, organizational changes and system or process enhancements. Qualifications Six or more years of progressive experience in compensation or total rewards. Demonstrated experience leading key components of annual compensation cycles and advising senior stakeholders on complex pay decisions. Strong analytical and financial‑modeling capabilities, with advanced proficiency in Microsoft Excel. Experience with Workday compensation processes, data management and mass‑data transactions. Strong knowledge of compensation principles, market practices and applicable employment and pay regulations. Experience designing, administering or evaluating short‑term incentive programs. Knowledge and Experience of Equity Plan designs and systems is a plus. Strong business acumen and the ability to translate complex data into clear, practical and actionable recommendations. Excellent communication, consultation and stakeholder‑management skills. Ability to manage multiple priorities, exercise sound judgment and work effectively in a fast‑paced environment. Certified Compensation Professional designation preferred. We welcome candidates who are curious, analytical and motivated to make an impact. If you're excited about shaping compensation strategy, improving programs and partnering with leaders to drive business outcomes, #J-18808-Ljbffr