Compensation Manager

Compensation Manager Denver, CO Position Summary The Compensation Manager is responsible for the design, implementation, and management of comprehensive compensation programs that support a diverse workforce, including field employees, professional/corporate, and leadership roles. This role ensures compensation programs are competitive, scalable, and aligned to business strategy across levels and geographies. Key Responsibilities Enterprise Compensation Strategy Lead the design and administration of company‑wide compensation programs, including base pay, short‑term incentives, and long‑term incentives. Develop scalable compensation frameworks that effectively support field, professional, and leadership populations. Establish job architecture, salary structures, and career frameworks that promote internal equity and growth. Conduct market benchmarking to ensure competitiveness across industries, functions, and geographies. Field Compensation Programs Design and manage compensation strategies for a geographically distributed workforce, accounting for regional labor markets and operational demands. Develop and maintain geographic pay differentials, wage structures, and location‑based compensation practices. Partner with operational leaders to align compensation with workforce planning, productivity, recruitment, and retention needs. Professional & Corporate Compensation Manage compensation programs for professional and corporate roles, ensuring alignment with functional labor markets. Support job leveling, market pricing, and career progression frameworks across business functions. Partner with HR Business Partners and functional leaders to provide guidance on offers, promotions, and internal movement. Ensure alignment between pay practices and organizational performance, skills, and talent strategy. Leadership & Equity Compensation Programs Manage and administer equity compensation programs for senior leadership and key talent, including RSUs, LTIPs, or other long‑term incentive vehicles. Assist in the development of executive and leadership compensation strategies, balancing base pay, incentives, and equity. Partner with Finance and Legal to ensure compliance with equity governance, accounting standards, and regulatory requirements. Oversee equity grant cycles, redemptions, approvals, tracking, and reporting. Annual Compensation Processes Lead the annual compensation planning cycle across field, professional, and leadership populations, including merit increases, bonuses, and equity grants. Develop tools, guidelines, and training to enable leaders to make informed and consistent pay decisions. Analytics & Reporting Build and maintain compensation analytics and dashboards to provide insights across workforce segments. Conduct pay equity analyses across job levels, functions, and geographies; recommend and implement adjustments as needed. Partner with Finance on workforce cost modeling, forecasting, and budgeting. Stakeholder Partnership Serve as a strategic advisor to HR Business Partners and leaders across operations, corporate functions, and executive teams. Collaborate cross‑functionally with Talent Acquisition, Operations, Finance, Legal, and Payroll. Communicate compensation philosophy and programs clearly to leaders and employees at all levels. Qualifications Required Bachelor’s degree in Human Resources, Finance, Business, or related field 5–8+ years of progressive compensation experience Working knowledge of equity compensation programs and long‑term incentive structures Strong analytical and modeling skills Preferred Certified Compensation Professional (CCP) or similar certification Experience in multi‑site or field‑intensive industries Familiarity with equity administration platforms e.g., Carta Experience supporting executive compensation and Board‑level processes Compensation $123,000 - $135,000 + 10% annual bonus opportunity #J-18808-Ljbffr Stryker Corporation