Compensation Manager

Responsibilities:

• Lead compensation analysis, market benchmarking, and pay recommendations to support competitive and equitable compensation practices.
• Manage and enhance job architecture, job leveling, compensation structures, and related governance processes.
• Support annual merit and compensation planning, including data validation, reporting, stakeholder communication, and process improvement.
• Oversee equity program administration, including grants, vesting, reporting, participant support, and coordination with internal and external partners.
• Collaborate with HR, Finance, Payroll, Legal, HRIS, Tax, business leaders, and external vendors to ensure compensation programs are accurate, compliant, and scalable.
• Support executive compensation activities and related governance and reporting requirements.
• Prepare and validate compensation data and analyses used for required compensation reporting and disclosures.
• Develop compensation reports, dashboards, and analytics that provide actionable insights and support business decision-making.
• Lead, coach, and develop compensation team members while promoting continuous improvement, automation, and operational efficiency.
• Manage compensation-related projects and cross-functional initiatives, adapting processes and priorities to meet evolving business needs.

Qualifications:

• Bachelor’s degree in Human Resources, Finance, Business, Accounting, Economics, or a related field.
• 7+ years of progressive experience in compensation, compensation analytics, finance, HR analytics, or a related discipline.
• Experience with market pricing, compensation benchmarking, job architecture, annual compensation planning, and compensation analytics.
• Strong analytical skills, including advanced Excel proficiency and the ability to translate complex data into clear recommendations.
• Strong communication, project management, and stakeholder partnership skills.
• Flexible and adaptable approach with a solutions-oriented mindset and ability to support changing business priorities.
• Previous experience leading people, projects, programs, or cross-functional initiatives.
• Experience with Workday, compensation planning systems, equity administration platforms, or compensation reporting tools. (preferred)
• Experience supporting executive compensation, equity programs, public-company reporting, regulatory disclosures, international compensation, or mergers and acquisitions. (preferred)
• Certified Compensation Professional (CCP) designation or progress toward certification. (preferred)