Compensation Manager

About The Role The Manager, Compensation is responsible for the administration and governance of the Company’s employee compensation programs. This role leads compensation administration and supports core compensation processes, including annual merit and bonus planning, job family architecture, market pricing, and executive compensation. Company Overview With roots dating to 1891 and 8,500+ employees, MYR Group Inc. (MYR Group) is a publicly traded holding company of specialty electrical construction companies. MYR Group subsidiaries work on large-scale electrical construction projects throughout the U.S. and Canada. We contribute to a clean energy future while fostering a safe, supportive, and inclusive work environment. Our culture is built on shared values and mutual respect, where teamwork and collaboration occur naturally. Throughout our rich history, we have partnered with utilities, municipalities, commercial clients, and developers to deliver some of the largest and most complex projects, including new construction, upgrades, maintenance and repair for transmission, distribution and substation facilities, commercial and industrial electrical construction, emergency and storm restoration, clean energy, pre‑construction services, and engineer‑procure‑construct (EPC) methods of project delivery. Essential Functions Conduct ad‑hoc research studies on compensation concepts and marketplace practices. Study marketplace trends and survey data and make recommendations for changes to compensation programs and strategies. Coordinate and manage data for participation in market compensation surveys and analyze results. Conduct job evaluation studies to formally match roles to the market, and for roles in the US to determine market value and FLSA exemption status. Manage the quarterly compensation/appraisal process, including processing merit pay increases, managing business unit merit budgets, facilitating department and individual processes such as annual increases, promotional increases, market adjustments, and administering the out‑of‑cycle change process to employee records. Prepare studies and recommendations on subjects such as base pay, variable pay, equity, performance management, and executive pay programs. Develop management and employee communication materials to support the company’s compensation programs, including the creation and delivery of Compensation and Total Reward Statements, Management Incentive Program communications, and discretionary bonus plan communications. Review, draft, and provide technical support and guidance on compensation for employment offer letters. Provide guidance and facilitate ongoing training to HR and business leaders on pay policies, practices, and systems. Manage ongoing competitive benchmarking and consult on salary and bonus recommendations. Conduct competitive market analysis on an ad‑hoc or enterprise‑wide basis. Monitor and analyze external and internal equity to assess market trends, best practices and proactively assess implications. Create Board of Director (BOD) materials as requested. Ensure compliance with compensation laws. Regular and predictable attendance. Other duties as assigned. Essential Functions of this position are to be performed at a Company‑designated office or field location. Understand and comply with the Company's Code of Business Conduct and Ethics Policy and other industry‑specific professional and ethical standards. Qualifications Minimum 5 years of experience administering employee compensation programs. Minimum 7 years of progressively responsible human resources experience. 3 years of project management experience in job family development, salary structure development, and succession planning preferred. Successful experience working with HRIS system(s) – functionality in JD Edwards/E1 preferred. Preferred Education Bachelor’s Degree in Human Resources, Business Administration or similar field; combination of relevant education (CCP) and experience considered in lieu of degree. CCP (Certified Compensation Professional) certification – beneficial. HR Certification – optional. Knowledge, Skills, and Abilities Excellent knowledge of compensation practices, laws, and regulations. Strong experience in research, analysis, implementation, communication, and administration of compensation programs. Strong analytical skills with the ability to accumulate, organize, and assimilate large amounts of data and information. Solid knowledge and understanding of HRIS systems. Advanced knowledge of Excel and PowerPoint. Proven skills in job evaluation methodologies. High degree of accuracy and attention to detail. Excellent communication skills, both verbal and written. Ability to plan, prioritize, and organize effectively. Versatility to work with stakeholders at all organizational levels. Compensation & Benefits Salary $89,450–$141,000/year (commensurate with experience, paid weekly; posted salary ranges are made in good faith. MYR Group reserves the right to adjust ranges depending on the qualifications of the selected candidate.) Comprehensive benefits package – Medical, Basic Vision, Regenexx, Teledoc, Hearing, Mental Health (low deductibles and out‑of‑pocket maximums) – fifteen dollar weekly premium for employee or employee plus family coverage. Dental – 100% employer‑paid premium. ThrivePass Health & Wellness Reimbursement Program – twelve hundred dollars annually for health and wellbeing‑related purchases. Annual Paid Time Off starting at 15 days plus 10 paid holidays (Cultural Celebration Day is a floating holiday). Generous 401(k) plan with 100% match up to 6%; immediate vesting, and annual profit‑sharing potential. Superior educational assistance program (support for educational costs, internal training, and more). Company‑paid short and long‑term disability, life, and accidental death & dismemberment. Company‑paid business travel accident insurance. Employee Assistance Plan (EAP). Various voluntary plans available including supplemental vision, accident and critical illness, ID theft, group legal, group auto & home, and additional voluntary life insurance plans for employees and dependents. MYR Group, Inc. and our subsidiaries are proud to be Equal Opportunity Employers. We promote diversity of thought, culture, and background, which connects our family of brands. We are committed to a work environment that supports, inspires, and respects all individuals and in which personnel processes are merit‑based and applied without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, marital status, age, disability, national or ethnic origin, military service status, or other protected characteristics. We celebrate diversity and are committed to creating an inclusive environment for all employees. MYR Group does not sponsor applicants for work visas. Applicants must be currently authorized to work in the United States for any employer. MYR Group, Inc. and our subsidiaries do not work with any third‑party recruiters or agencies without a valid signed agreement and partnership with the Corporate Talent Acquisition Team. #J-18808-Ljbffr