Compensation Manager, HR​/Recruitment

Compensation Manager

Come join one of America's fastest-growing insurance companies. Since 1848, National Life Group has aimed to keep our promises, providing families with stability in good times and in bad. Throughout that history, we have provided peace of mind to those families as they plan their futures.

Our mission extends beyond the insurance and annuities policies that we offer. We strive to make the world a better place through our grants from our charitable foundation, paid volunteer time for our employees, environmentally sustainable and healthy workplaces, and events that promote the work of nonprofits in our own backyard.

We foster a collaborative environment with opportunities for growth and encourage our associates to live our values:
Do good. Be good. Make good.

Please note that we do not offer visa sponsorship for this position.

Role Summary

The Compensation Manager plays a key role in shaping and delivering National Life's enterprise compensation programs. As a trusted compensation advisor and subject matter expert, this role partners across the People Center and business to ensure compensation decisions align with our Compensation Philosophy, Compensation Guiding Principles, and business objectives while supporting a fair, competitive, and consistent employee experience.

This role is ideal for an experienced compensation professional who thrives in a collaborative, fast-paced environment and enjoys solving complex challenges. The successful candidate exercises sound judgment, influences decision-making through data-driven insights, and leads enterprise compensation initiatives with confidence. Strong communication, executive presence, and the ability to build trusted partnerships across all levels of the organization are essential for success.

Essential Duties and Responsibilities

This is a hands-on senior individual contributor role that combines operational execution with strategic influence and enterprise program leadership. Core responsibilities include the following:

Compensation Business Partner

• Provide expert consultation to People Center colleagues and business leaders at various levels within the organization. Serve as a trusted advisor on complex compensation matters, balancing market competitiveness, internal equity, financial discipline, regulatory considerations, and alignment to the Compensation Philosophy.
• Exercise discretion and independent judgment when interpreting compensation guidelines and recommending pay actions, structural adjustments, or alternative approaches. Influence final compensation decisions through clear, data-driven recommendations and thoughtful risk assessment.
• Identify and implement enhancements to existing compensation processes and contribute to the development of new or revised programs as business needs evolve.

Job Evaluation and Benchmarking

• Ensure roles are appropriately assessed within the Compensation Framework and job architecture. Recommend leveling determinations and pay positioning based on internal equity analysis, market benchmarking, and organizational design considerations.
• Partner with business leaders and HR colleagues to create and maintain accurate, effective job descriptions that reflect scope, complexity, and enterprise impact.

Compensation Surveys and Market Intelligence

• Provide input and guidance on compensation survey submissions, analyze survey data, and translate findings into actionable insights. Provide recommendations that influence salary structure design, pay positioning practices, and competitive strategy.
• Monitor external market trends and emerging compensation practices to proactively identify risks and opportunities for National Life.

Pay for Performance Review Process

• Partner with team members and key stakeholders to deliver the annual Pay for Performance Review process by coordinating key activities, facilitating calibration and decision-making, educating People Leaders, and supporting governance, reporting, and cycle closeout.
• Analyze enterprise compensation outcomes, identify systemic trends, or risk areas, and provide insights and recommendations to senior leadership to inform compensation strategy and governance.
• Recommend and implement enhancements to processes, tools, and reporting to strengthen efficiency, transparency, and accountability.

Compensation Education and Communication

• Lead enterprise-wide compensation education initiatives to promote understanding and transparency of the Compensation Framework and related programs. Refine and deliver compensation education to People Leaders and associates at all levels of the organization.
• Reinforce governance standards and build leader capability in making informed and equitable pay decisions.

Strategic Contribution and Enterprise Impact

• Contribute to the evolution of National Life's Compensation Philosophy and Framework through data-driven insights and program enhancements.
• Identify emerging compensation trends, business risks, and organizational needs, proactively recommending program…