Compensation Manager

The MGR Compensation is responsible for leading the design, execution, and governance of base, variable, and equity compensation programs that attract, retain, and motivate talent across all levels of the organization. This position ensures competitive market positioning, internal equity, legal compliance, and strategic alignment with the company’s business objectives. The Manager partners closely with senior HR, Finance, and Legal stakeholders, and serves as a key advisor on compensation matters.

JOB RESPONSIBILITIES

Compensation Administration Design and manage compensation programs (base, short-term incentive, and long-term/equity-based incentives) that support business strategies and regulatory requirements. Lead annual compensation processes including salary structure development, market benchmarking, merit increases, incentive payouts, and equity award planning. Provide strategic consultation to HR Business Partners and executives on job offers, promotions, organizational design, and total compensation strategy. Conduct and oversee market pricing and internal equity reviews; ensure compliance with pay transparency and pay equity regulations. Participate in and analyze results from compensation surveys to ensure competitive and equitable pay structures across all organizational levels. Monitor and interpret relevant regulatory developments (e.g., FLSA, SEC, IRS 409A) and recommend updates to ensure ongoing compliance. Maintain and administer the Company’s equity compensation programs in coordination with Legal, Payroll, and third‑party plan administrators. Prepare analyses and materials in support of executive compensation planning and board reporting, including compensation committee materials and CD&A/proxy data. Serve as subject matter expert for compensation functionality in HR systems and tools; partner with HRIS and vendors to optimize system capabilities and reporting. Staff Management Lead, coach, and develop a team of compensation professionals. Establish clear goals and expectations aligned with departmental and enterprise objectives. Manage team workload by prioritizing tasks, balancing short‑term deliverables with long‑term initiatives, and adjusting focus as business needs evolve. Establish and maintain clear communication channels to ensure alignment on priorities, deadlines, and ownership of responsibilities across the team. Foster a culture of high performance, collaboration, and accountability through regular feedback, recognition, and performance conversations. Ensure team members receive appropriate training, resources, and support to effectively execute their responsibilities and stay current with compensation practices and tools. Conduct regular career development conversations and provide opportunities for learning, growth, and advancement within and beyond the department. Promote open communication to support a healthy and engaged team culture. Oversee external consultants and compensation vendors on specialized projects as needed, ensuring alignment with internal priorities and quality standards. MINIMUM Requirements Education Bachelor's degree in Human Resources, Business, Finance, or a related field or an equivalent combination of education and experience. Certification/License Certified Compensation Professional (CCP) or actively pursuing certification. Experience 10 years of progressive experience in compensation, including base pay, incentive design, and market pricing. 3 years of direct team management or people leadership experience. Experience supporting executive compensation programs and administering equity plans (stock options, RSUs, PSUs) preferred. Experience preparing executive pay analyses for senior leadership and board review is highly desirable. Knowledge, Skills and Abilities Self‑motivated and results‑oriented, with the ability to work independently, manage time effectively, and consistently deliver high‑quality work within deadlines. Strong knowledge of compensation principles and regulatory frameworks (FLSA, SEC, 409A, Sarbanes‑Oxley). Demonstrated ability to manage confidential and sensitive information with the highest level of integrity and discretion. Advanced Excel skills, including the ability to build and manage complex compensation models and perform scenario analyses. Ability to translate data into compelling narratives and recommendations for senior leadership and board‑level stakeholders. Proficiency in market pricing tools and compensation survey platforms (e.g., Radford, Mercer, WTW). Strong project management, problem‑solving, and organizational skills. Exceptional interpersonal and communication skills, with the ability to build trusted relationships across HR, Finance, Legal, and senior leadership. Demonstrated ability to lead and develop high‑performing teams, providing coaching, mentoring, and constructive feedback that supports growth and accountability. Strong delegation and prioritization skills to effectively manage resources and drive outcomes across multiple workstreams. Ability to establish clear goals, performance expectations, and development plans aligned with individual and departmental objectives. Skilled in navigating conflict and resolving team challenges with professionalism and empathy. Fosters a culture of collaboration and trust, enabling open communication and shared ownership of results. Models emotional intelligence, adaptability, and resilience in a fast‑paced, evolving environment. Work Conditions Work Environment Work indoors and or outdoors during all seasons and weather conditions. Comply with Corporate dress code policy. Work Postures Continuous periods of time sitting, frequently up to 6 hours. May climb stairs to access buildings. Physical Demands Physical effort requiring manual dexterity is required, includes paperwork, calculators, computers and phone usage. Work Hours Working beyond “standard” hours as the need arises. #J-18808-Ljbffr Hunt