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Sr. Compensation Manager

inSync Staffing Inc.

  • Chicago, IL
  • 1 day ago
  • $45–$50 Per Hour

Highlights

Reporting to the Director of North America & WHQ Compensation, this role serves as a subject matter expert to HR Business Partners and Business Leaders across a matrixed corporate and manufacturing environment, with a primary focus on the salaried population (Sr. Partner with HR Business Partners and Business Leaders to deliver expert guidance on job offers, market benchmarking, and internal equity alignment.

Numbers & Facts

LocationChicago, IL
IndustryStaffing/Employment Agencies
Salary$45–$50 Per Hour
Company Size50 to 99 employees
Year Founded2014
Websitehttp://www.insyncstaffing.com/default.html

Description


Job Title: Sr. Compensation Manager
Location: Chicago, IL 60601 (Hybrid: Onsite Tuesday Thursday; Remote Monday and Friday)
Pay rate: $45.00/hour - $50.00/hour
Work schedule: Monday Friday, 8:00 AM 5:00 PM CST (40.0 hours/week)
6-month contract assignment starting 10/12/2026 through 04/11/2027; potential to extend

Overview
The Sr. Compensation Manager leads North America Operations and Procurement compensation strategy and administration. Reporting to the Director of North America & WHQ Compensation, this role serves as a subject matter expert to HR Business Partners and Business Leaders across a matrixed corporate and manufacturing environment, with a primary focus on the salaried population (Sr. Director and below). Key priorities include the US and Canada annual salary structure redesign, annual salary planning administration, Korn Ferry Hay job evaluations, market insights, and managing hourly incentive plan effectiveness.

Job Specifications
  • Lead the annual salary structure redesign across US and Canada business units
  • Administer annual merit, salary planning, and incentive cycles across North America Operations and Procurement
  • Perform and oversee job evaluations and position slotting for broad-based and executive roles using Korn Ferry Hay methodology
  • Partner with HR Business Partners and Business Leaders to deliver expert guidance on job offers, market benchmarking, and internal equity alignment
  • Oversee salary survey participation, competitive pay benchmarking, and market analytics across multiple countries
  • Drive hourly incentive plan effectiveness and monitor payout efficiency across plant manufacturing sites
  • Propose process improvements, design policy updates, and deliver compensation-related training aligned with pay-for-performance principles
  • Bachelor s degree required (MBA or equivalent degree preferred); Certified Compensation Professional (CCP) or related HR certification preferred
  • 5+ years of dedicated compensation experience required, with in-depth knowledge of Operations, Plant Manufacturing, and matrixed organizations
  • Expert knowledge of compensation theories, principles, program design, and market analytics required
  • High technical acumen with advanced proficiency in Microsoft Excel and data analytics required
  • Strong experience with Korn Ferry Hay Job Evaluation / Job Slotting methodology strongly preferred
  • Proven ability to lead large cross-functional initiatives and influence senior leadership without direct authority required
  • Prior people management experience strongly preferred

Benefits (employee contribution):
  • Health insurance
  • Health savings account
  • Dental insurance
  • Vision insurance
  • Flexible spending accounts
  • Life insurance
  • Retirement plan

All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Rate of pay within the stated range will depend on the qualification of the applicant.

About Company

We recognize the VMS program management team is our customer and needs to be serviced with integrity, so we built and continue to improve upon our delivery methods as we strive to provide the highest quality service possible. inSync Staffing’s management team recognized ten years ago the inevitable changes to the staffing industry being brought about by technology and the growing trend of Fortune 1000 corporations to outsource management of their contingent workforces to meet compliance and cost control goals. Rather than swim upstream against the changes, inSync Staffing has embraced MSP and VMS programs as our customers, not competitors. We asked program managers how they want to be serviced. The result of their input is that we have structured inSync Staffing as a recruiting and customer service organization, unlike traditional staffing companies who sell directly to the end client. Our delivery model allows us concentrates our resources on how to best supply candidates in a very competitive MSP/VMS program environment.

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