Compensation Manager Overview • The Compensation Manager is responsible for designing and managing the organization's compensation programs to attract and retain talent effectively. • This hybrid role combines strategic planning and operational execution to ensure market competitiveness and compliance with regulations. • Collaborate with HR and business leaders to provide data-driven recommendations on compensation-related decisions. • Oversee compensation processes, policies, and systems, driving operational excellence and equitable pay practices. • Develop and maintain compensation frameworks that align with organizational objectives and regulatory requirements. • Analyze market trends and internal pay practices to recommend salary structures and pay ranges. • Ensure compliance with wage and hour laws, pay transparency, and pay equity regulations. • Lead operational wage analyses, recommending adjustments to maintain competitiveness and equity. • Deliver advanced compensation analytics and reporting to support executive decision-making. Compensation Manager Key Responsibilities & Duties • Develop and administer compensation policies and programs to support organizational goals. • Execute annual compensation programs, including merit increases and incentive payments. • Analyze compensation data and market trends to recommend pay structures and adjustments. • Partner with HR and business leaders on compensation-related matters and workforce planning. • Ensure compliance with compensation regulations and wage laws. • Manage union pay adjustments and collaborate on collective bargaining agreements. • Represent the Compensation function in business meetings, providing strategic guidance. • Design and maintain pay schedules and premium pay programs within HRIS systems. • Lead system enhancements for compensation-related processes, ensuring efficiency and compliance. Compensation Manager Job Requirements • Bachelor’s degree in Human Resources, Finance, Business Administration, or related field required. • Certified Compensation Professional (CCP) certification preferred. • Minimum of 7 years of progressive compensation experience; 10 years preferred. • Advanced proficiency in Microsoft Excel, including pivot tables and data manipulation. • Strong knowledge of compensation principles and regulatory requirements. • Experience with HRIS and compensation management systems required. • Excellent analytical and problem-solving skills with attention to detail. • Strong communication skills to influence stakeholders at all organizational levels. • Ability to adapt to new technologies and systems in a fast-paced environment.