Compensation Manager

Role Overview

• Develop and implement compensation strategies that align with organizational goals, including salary structures, pay ranges, incentive programs, variable bonus design and performance-based pay systems.
• Design, administer, and evaluate sales variable compensation and incentive programs, including plan design, governance, communication, and return-on-investment analysis.
• Conduct market pricing and salary benchmarking analyses to maintain competitive pay practices and support internal equity.
• Evaluate positions and maintain job architecture, leveling, and grading frameworks to support consistent compensation decisions across functions and markets.
• Ensure compensation programs comply with federal, state, and local regulations, including pay transparency, wage and hour considerations, and other applicable compensation-related requirements.
• Support compensation budgeting processes by forecasting the financial impact of pay plans, annual merit cycles, promotions, and variable pay programs.
• Partner with HR, Finance, senior leadership, and external vendors to provide guidance on compensation decisions, communicate pay programs, and support manager and employee understanding.
• Analyze compensation data to identify trends, assess program effectiveness, develop insights, and support strategic decision-making.
• Establish and maintain compensation policies, approval processes, and controls to ensure consistency, accuracy, and alignment with organizational standards.
• Lead compensation projects and continuous improvement efforts and provide guidance or mentoring to team members and cross-functional partners involved in compensation administration.

Requirements

• Education: Bachelor’s degree in human resources, Business, Finance, Accounting, Economics, or a related field required; Master’s degree preferred.
• Preferred Certifications: Certified Compensation Professional (CCP) preferred; SHRMSCP/SHRM-CP, SPHR/PHR, or similar compensation or human resources certification also valued.
• Experience: 10–15 years of progressive compensation experience, including expertise in sales or service compensation design, variable comp, total rewards, HR operations, or management consulting.
• Heavy emphasis on variable compensation design/management for National Sales Teams.
• Technical Knowledge: Strong knowledge of compensation principles, job evaluation, market pricing, salary structures, incentive plan design, and compensation-related analytics.
• Systems Experience: Experience with HRIS, payroll, and compensation systems such as, ADP, or similar platforms preferred; advanced proficiency with compensation modeling, data analysis, and spreadsheet tools strongly desired.
• Organizational and time-management skills, with the ability to manage multiple priorities and meet deadlines in a fast-paced environment.

Benefits

• merit increases
• paid holidays
• Paid Time Off
• medical
• dental
• vision
• short
• and long-term disability benefits
• 401(k) + match
• life insurance