Manager, Compensation

Role Summary

The Manager, Compensation will lead and execute a broad range of compensation initiatives, including market pricing, compensation planning, program administration, job architecture, and the evaluation of compensation practices and policies. This role will serve as a trusted advisor to HR and business stakeholders, translating complex data into clear insights and recommendations that support competitive, equitable, and effective compensation programs. The Manager will independently manage projects, strengthen processes and governance, and help deliver a consistent employee and stakeholder experience.

Responsibilities

• Lead market pricing, benchmarking, and competitive assessments for a broad range of roles, and develop well-supported compensation recommendations for HR and business leaders.

• Serve as a compensation advisor to HR partners and business stakeholders, providing guidance on compensation programs, pay decisions, organizational changes, and other complex compensation matters.

• Participate in external compensation surveys and oversee the organization, validation, and analysis of market data

• Manage the administration and ongoing enhancement of employee recognition programs, including peer-to-peer recognition, anniversary milestone recognition, and spot recognition. Evaluate participation and effectiveness, manage vendor relationships, coordinate with internal stakeholders, and drive a consistent and engaging employee experience.

• Develop compensation-related communications, presentations, and educational materials for employees, managers, HR partners, and senior leadership, translating complex concepts into clear and actionable guidance.

• Evaluate compensation levels, pay mix, program effectiveness, market competitiveness, and internal equity, identifying risks, opportunities, and recommended actions.

• Lead key components of annual compensation planning, including process coordination, data validation, reporting, analytics, issue resolution, and stakeholder support.

• Support compensation governance and regulatory compliance by strengthening controls, documentation, reporting, and consistent process execution.

• Monitor market, industry, regulatory, and economic trends, and recommend enhancements that support the ongoing effectiveness and competitiveness of compensation programs.

• Partner with HR Operations and HR Technology teams to define business requirements, improve processes, resolve system issues, and ensure HR systems accurately support compensation programs, job architecture, and pay administration.