Compensation Manager (Orange County)

Talent Xpanse is partnering with a recognized industry leader whose legacy of excellence is matched by its forward-looking approach to innovation. This organization combines deep industry mastery with the thoughtful application of artificial intelligence, collaboration, and evolving business practices to remain both a trendsetter and an enduring leader maintaining competitive advantage.

We are seeking a Compensation Manager who brings technical depth, intellectual curiosity, and creativity to compensation strategy and program design. The ideal candidate understands the nuance behind compensation methodology and knows how to translate complex data, market intelligence, and regulatory requirements into practical, measurable, and repeatable programs.

This opportunity is designed for a compensation professional who values structure without losing sight of innovation. You will collaborate extensively across Human Resources, Finance, Talent Acquisition, HRIS, and business leadership to strengthen job architecture, salary structures, pay equity, annual compensation cycles, and global compensation practices. Success in this role requires sound judgment, analytical rigor, strong consultation skills, and an unwavering commitment to consistency, fairness, and operational excellence.

If you are energized by the opportunity to transform compensation strategy into scalable practices that leaders can understand, employees can trust, and the organization can sustain, we invite you to explore this opportunity.

Job Title: Compensation Manager

Location: Orange County, CA

Hybrid Schedule:

• Onsite: Tuesday/Wednesday/Thursday
• Remote: Monday/Friday

Role Overview: The Compensation Manager implements and administers competitive, equitable, and compliant compensation programs that support the organization's total rewards strategy. This role manages base pay structures, job architecture, and annual compensation cycles for the company’s 600+ U.S. employees, while partnering with HR and Finance to ensure compensation practices in Mexico remain market-competitive and compliant with local requirements. The Compensation Manager acts as a subject-matter expert to HR Business Partners, Talent Acquisition, and people leaders, translating compensation philosophy and market data into practical guidance that helps the business attract, retain, and fairly reward talent.

Compensation Program Design & Administration

• Partners with senior HR leaders to advise, maintain and continuously improve compensation structures and programs.
• Conduct regular market benchmarking and manage participation in compensation surveys.
• Oversee the annual bonus program, including calculations, approvals, communication, and delivery.
• Lead the annual compensation planning cycle, including merit increases and promotional adjustments, in partnership with HR Business Partners and Finance.
• Own job evaluation and leveling processes, ensuring new and existing roles are evaluated consistently against internal equity and market benchmarks.
• Recommend and implement improvements to compensation programs, tools, and processes to support evolving business needs.

Compliance & Governance

• Ensure compensation programs comply with applicable local, state, and federal regulations, including FLSA exemption classification, pay transparency and pay equity laws, and minimum wage requirements across all geographic areas where employees are located.
• Conduct regular pay equity audits and partner with HR and Legal to remediate identified gaps.
• Maintain accurate compensation documentation, including job descriptions, salary structures, and any other required documents for retention and compliance.

Systems & Data Integrity

• Own compensation data integrity within the HRIS (e.g., SuccessFactors, Workday, ADP) and compensation planning tools, including system configuration for merit and bonus cycles.
• Partner with the HRIS Manager to maintain data integrity in compensation-related systems, including running queries and analyzing data.

Partnership & Consultation

• Provide guidance to HR and management on pay decisions, policy and guideline interpretation, and job evaluations.
• Serve as the primary point of contact for compensation questions from HR Business Partners, recruiters, and people leaders.
• Train and advise managers and HR partners on compensation philosophy, pay structures, and communicating pay decisions to employees.
• Support the design and communication of total rewards statements that reflect the full value of pay and benefits employees globally.

REQUIRED QUALIFICATIONS

• Bachelor's degree in Human Resources, Business, Finance or a related field.
• 5+ years of progressive experience in compensation, with at least 2 years in a compensation manager or senior analyst capacity.
• Experience with survey participation and market pricing tools (Radford, Mercer, WTW, or similar).
• Strong working knowledge of U.S. compensation regulations (FLSA, pay transparency, and state-specific pay equity laws).
• Experience with compensation data benchmarking, pay structure and cost impact analysis, providing market pricing, and building and designing salary structures.
• Deep knowledge of HR best practices within compensation.
• Strong analytical skills, including market sizing, pricing analysis, competitive benchmarking and forecasting, with the ability to translate complex data into clear, actionable recommendations for non-technical stakeholders and executives.
• Demonstrated project-management skills, with the ability to manage multiple priorities and align with Finance partners and internal stakeholders.
• Excellent communication and consulting skills, with the ability to build credibility with HR partners and business leaders at all levels.
• Strong proficiency in Microsoft Excel and PowerPoint.

PREFERRED QUALIFICATIONS

• Experience working in a manufacturing, consumer goods, or related industry and/or experience with a blended exempt/non-exempt workforce.
• Familiarity with global compensation, specifically Mexico (China and Vietnam are a plus).
• Certified Compensation Professional (CCP) designation.

COMPENSATION:

The projected annual salary is estimated at $112,406.00- $168,608.00 per year, based on years of demonstrated experience, representing the span of the range. The actual compensation will be formulated by the client and may vary based on factors that include, but are not limited to, the position offered, work experience, education, training, and commensurate experience.

EQUAL OPPORTUNITY EMPLOYER

Talent Xpanse and our clients is an equal opportunity employer and is committed to providing a workplace that is inclusive and free of discrimination and harassment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. We encourage individuals of all backgrounds to apply. We believe in creating a diverse and inclusive workplace where all employees feel valued and respected, and where differences are embraced as strengths. We are dedicated to fostering an environment that promotes equality and celebrates diversity.