Compensation Manager

Responsibilities Lead the design, implementation, administration, and continuous improvement of global compensation programs, salary structures, and pay practices. Manage and evolve global job architecture, leveling methodologies, and compensation frameworks to support organizational scalability and consistency. Conduct market pricing, competitive benchmarking, and compensation analyses using survey data and external market intelligence to ensure competitive and equitable pay positioning. Partner with HR Business Partners, Talent Acquisition, Finance, and business leadership to provide strategic compensation guidance for new hire offers, promotions and transfers, organizational changes, retention strategies, off-cycle compensation adjustments. Lead annual compensation planning activities, including merit cycles, bonus planning and modeling, promotion increases, and budgeting support. Provide recommendations and insights on compensation trends, internal equity, geographic differentials, and evolving market conditions. Ensure compensation programs align with company philosophy, business objectives, and compliance requirements across global regions. Manage and support global equity compensation programs including Restricted Stock Units (RSUs), stock options, Employee Stock Purchase Plans (ESPP). Oversee grant processing, vesting administration, reporting, reconciliations, and audit support activities. Partner with Finance, Payroll, Legal, and external administrators to ensure accurate reporting, governance, compliance, and documentation. Support executive compensation analysis, compensation committee materials, and broader public-company compensation requirements as needed. Monitor equity utilization, burn rates, and program effectiveness while providing reporting and recommendations to leadership. Lead compensation analytics, workforce reporting, and dashboard development to support strategic decision-making. Conduct pay equity, internal alignment, and compensation risk analyses; identify trends and recommend corrective actions where appropriate. Develop financial and compensation modeling to support organizational planning, incentive design, and structural compensation changes. Establish and maintain strong compensation governance, documentation, controls, and process consistency. Ensure data integrity across HRIS, payroll, compensation, and equity administration systems through validation, reconciliation, and audit practices. Deliver executive-ready reporting and presentations with clear, concise recommendations and business insights. Serve as a trusted advisor to HR and business leadership on compensation philosophy, market competitiveness, and pay-related decision making. Support and mentor HR team members and managers on compensation practices, leveling methodologies, and compensation-related processes. Drive process improvements, automation opportunities, and scalable compensation operations aligned with organizational growth. Contribute to broader HR transformation initiatives, including HRIS/compensation system optimization and global process standardization. Requirements 8+ years of progressive compensation experience, ideally within a global, multinational, or publicly traded organization. Experience managing compensation programs, compensation cycles, and market benchmarking initiatives required. Prior experience partnering directly with senior leadership and cross-functional business stakeholders preferred. Experience supporting compensation transformation, process standardization, or organizational scaling initiatives is highly desirable. Strong expertise in compensation strategy, market benchmarking, salary structure design, and compensation governance. Demonstrated ability to translate complex compensation data into actionable business recommendations. Strong analytical capability with exceptional attention to detail and accountability for data accuracy. Experience managing or supporting equity compensation administration and reporting within a publicly traded company environment preferred. Knowledge of global compensation practices, job architecture, and leveling methodologies. Advanced proficiency in Excel; Pivot tables, XLOOKUP/VLOOKUP, Index/Match, Data modeling, Scenario analysis. Experience with HRIS, compensation management systems, and reporting tools preferred. Strong communication and stakeholder management skills with the ability to influence at multiple organizational levels. Ability to balance strategic thinking with operational execution in a fast-paced environment. #J-18808-Ljbffr