Senior Manager, Enterprise Compensation

Role Description

The Sr. Manager, Enterprise Compensation is responsible for the enterprise-wide strategy, design, governance, and execution of compensation programs, while leading and developing a team of compensation professionals to deliver consistent, high-quality outcomes across the organization. This role provides leadership oversight of compensation philosophy, job architecture, career frameworks, pay structures, and incentive design, ensuring alignment with organizational strategy, market competitiveness, internal equity, and regulatory compliance.

The Sr. Manager, Enterprise Compensation serves as the strategic thought partner on compensation strategy and decision-making, partnering with Sr. Director, HR Operations, executive leadership, HR Business Partners, and Finance to drive consistent, data-driven compensation practices across the enterprise. The role ensures scalable program design, strong governance, and disciplined execution of compensation processes, including annual merit, short-term incentives (STAR), commission plans, and market adjustments, while building team capability and advancing the maturity of the compensation function.

Responsibilities

• Lead the enterprise compensation strategy, ensuring alignment with business objectives, financial targets, and talent outcomes.
• Establish and enforce compensation governance frameworks, policies, and approval processes to ensure consistency and defensibility.
• Serve as the primary advisor to executive leadership on compensation strategy, risk, and decision-making.
• Own and evolve the organization’s job architecture, including job families, job leveling, career ladders, and titling standards.
• Ensure consistent role design and leveling methodologies across the enterprise to support organizational clarity and workforce planning.
• Partner with HR and business leaders on organizational design and role structuring initiatives.
• Lead the design, administration, and continuous improvement of all core compensation programs, including base pay structures and salary ranges, annual merit planning and execution, Short and Long-term incentive programs (e.g., STAR & LTAR), sales commission and incentive plans, market adjustment and promotion frameworks.
• Ensure programs are competitive, scalable, and aligned to performance and business outcomes.
• Lead enterprise-wide market pricing and benchmarking strategy, utilizing reputable survey sources to inform compensation decisions.
• Conduct and oversee market analysis, pay equity reviews, and compensation modeling to support leadership decisions.
• Translate market data into actionable insights and executive-ready recommendations.
• Oversee annual compensation cycles, including merit, incentive funding, and payout processes.
• Provide governance and guidance on pay decisions, promotions, and off-cycle adjustments.
• Ensure alignment with budget, governance standards, and enterprise compensation philosophy.
• Ensure all compensation programs comply with federal, state, and local laws and regulations.
• Lead compensation-related audits, reporting, and risk mitigation activities.
• Monitor regulatory changes and proactively adjust compensation programs as needed.
• Partner with HRBPs, Finance, Legal, and executive leaders to ensure aligned and consistent compensation practices.
• Other duties as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field, or equivalent work experience, required.
• CCP, PHR, or SHRM-CP certification preferred.
• 5+ years of progressive compensation experience, including enterprise-level program design and leadership required.
• 5+ years’ experience leading and developing a team of compensation professionals and influencing senior leadership decision-making required.
• Demonstrated experience leading compensation strategy and governance, job architecture and leveling frameworks, and incentive and commission plan design required.
• Advanced analytical capability and experience translating data into executive insights required.
• Strong knowledge of compensation regulations and pay practices (e.g., FLSA) required.
• Participate in, adhere to, and support compliance program objectives.
• The ability to consistently interact cooperatively and respectfully with other employees.

Benefits

• Top of the industry benefits for Health, Dental, and Vision insurance.
• 20 days paid time off.
• 4 weeks paid parental leave.
• 9 paid holidays.
• 401K company match of up to 5% - No vesting requirement.
• Adoption Assistance Program.
• Flexible Spending Account.
• Educational Assistance Plan and Professional Membership assistance.
• Referral Bonus Program – up to $750!