Compensation Manager

CB&I delivers integrated storage and asset‑management solutions that help customers operate safely, reliably, and efficiently across the lifecycle of their facilities. Through our two global business units - Storage Solutions, the world leader in tanks, terminals, and storage systems, and Asset Solutions, a leading provider of operations, management, wells and decommissioning services - we combine technical excellence with execution capability to extend asset life, optimize performance, and maximize value.

The Compensation Manager is responsible for the design, implementation, and administration of compensation programs that support CB&I’s business strategy. This role ensures pay practices are competitive, equitable, and aligned with organizational objectives.
Reporting to the Director, Total Rewards, the Compensation Manager partners with HR Business Partners and business leaders to provide data-driven insights and guidance on compensation decisions. Exposure to global compensation practices is a plus.

• Manage and support compensation programs, including base salary structures, incentive plans, and job architecture
• Lead annual compensation processes (merit, promotions, bonus planning), ensuring accuracy and alignment with guidelines
• Conduct market benchmarking using external survey data (e.g., Mercer, Aon, Pearl Meyer) and recommend pay positioning
• Oversee job evaluation and leveling to ensure consistency and internal equity
• Analyze compensation data, trends, and pay equity considerations; deliver actionable insights
• Partner with HR and business leaders to advise on compensation decisions and provide guidance on best practices
• Support development and documentation of compensation policies and processes
• Ensure compliance with applicable regulations and maintain confidentiality of sensitive employee data

• Bachelor’s degree in Human Resources, Finance, Business, or related field
• 5–8+ years of progressive compensation experience (corporate or consulting)
• Experience managing compensation cycles and salary benchmarking
• Strong working knowledge of compensation principles, structures, and market practices
• Advanced Excel skills (data analysis, pivot tables, modeling)
• Experience with HRIS systems (Workday preferred; SAP/Oracle acceptable)
• Exposure to global or multi-region compensation (a plus)
• Familiarity with job evaluation methodologies (e.g., Mercer IPE, Hay) preferred
• CCP certification or progress toward certification is a plus

• Strong analytical and problem-solving capability with attention to detail
• Ability to translate complex data into clear, actionable recommendations
• Effective communication and stakeholder management skills
• Sound judgment and ability to handle highly confidential information
• Strong organizational skills with the ability to manage multiple priorities
• Business acumen and understanding of how compensation supports talent and business outcomes
• Collaborative and proactive approach to partnering with HR and leadership
• Expect to complete mandatory training, including compliance training, within required timeframes and adhere to our internal policies and our Code of Conduct.
• Proactively embraces and promotes the company’s values and culture, including a healthy and safe work environment.