Position Overview
Follett Higher Education is a leading educational service provider and omnichannel retailer providing students, faculty, staff, parents, and fans with the course materials, learning tools, and retail services needed to successfully support the collegiate journey. Follett Higher Education supports over 6 million students through its 1100 physical and 1750 eCommerce campus stores across North America.
The Compensation Manager will design, evaluate, and administer the organizations complex compensation programs for base pay, incentive pay, and equity programs that attract, retain, and motivate top talent. This role is responsible for leading strategies for all employee compensation programs from non-exempt to C-Suite, ensuring market competitiveness, maintaining internal equity, and partnering with HR and business leaders to support organizational objectives. The Compensation Manager also drives the adoption of compensation best practices and is SME for HR technology and streamlining efforts as they relate to compensation. The ideal candidate brings strong analytical skills, deep compensation expertise, and the ability to influence decision makers.
Responsibilities
Compensation Strategy & Program Management
• Develop and manage the organizations global compensation philosophy, policies, and frameworks. • Lead the design, analysis, and implementation of compensation programs, including base pay, variable pay, and incentive structures, including Long & Short-term Incentives, Equity, and Executive compensation programs. • Partner with HR leadership to develop compensation strategies that support business objectives and talent goals. • Evaluate and refine job architecture, pay structures, and salary bands to ensure internal equity and market competitiveness. • Oversee annual compensation cycles, including merit planning, market adjustments, bonuses, and promotional increases.
Market Research & Data Analysis
• Lead market benchmarking processes using external surveys and industry data to maintain competitive compensation practices. • Conduct complex data modeling, trend analysis, and forecasting to support compensation recommendations. • Perform pay equity analyses and propose corrective actions.
Business Partnership & Consultation
• Serve as the primary compensation advisor to HR, Business Partners, Talent Acquisition, and senior leadership. • Provide guidance on job evaluations, offers, retention strategies, and organizational redesign. • Communicate compensation philosophies, program changes, and insights through clear, compelling storytelling and presentations.
Systems Tools & Process Improvement
• Maintain systems that support Compensation plans. • Lead optimization of compensation tools, HRIS integrations, and reporting dashboards. • Drive process improvements that enhance accuracy, efficiency, and employee experience. • Mentor and provide coaching to compensation analysts and HR partners.
Governance, Compliance & Policy Development
• Ensure adherence to federal, state, and local compensation laws, including FLSA and pay transparency regulations. • Develop, update, and maintain compensation policies, guidelines, and governance frameworks. • Prepare compensation-related materials for internal audits and leadership reviews.