Compensation Manager, HR​/Recruitment

5429 Lyndon B Johnson Freeway, Dallas, TX

Employment Type:

Full-time

Contract Type: US
- Full Time

Job Family:
Human Resources

Experience Level (for career site):
Experienced Professional

Rexel USA is one of the largest distributors of electrical products, data communication, wireless communication and related supplies in the United States. Rexel USA operates its electrical distribution business in the United States through eight Regions that go to market under various banner and trade names, including Rexel, Rexel Automation, Gexpro, Mayer, Talley and Platt Electric Supply. In addition to an online store, Rexel USA has a distribution network of over 460 warehouse storefront locations throughout the U.S.

Compensation Manager is responsible for designing, implementing, and managing compensation programs across multiple region and functional groups. This role ensures compensation practices are competitive, equitable, compliant, and aligned with business objectives. The Compensation Manager partners closely with HR, business leaders, and Finance to support talent attraction, retention, and performance through effective compensation strategies. This role plays a key part in mergers and acquisitions activity, including compensation due diligence, integration planning, job mapping, harmonization of pay programs, and transition support to ensure smooth integration of acquired businesses into the broader compensation framework.

• Lead the strategy, design, implementation, and governance of compensation programs across multiple regions and functional groups to ensure alignment with business priorities, market competitiveness, and internal equity.

• Manage broad-based compensation programs and frameworks that support organizational growth, workforce planning, talent attraction, retention, and performance outcomes.

• Oversee the development, administration, and evolution of salary structures, pay ranges, job architecture, leveling frameworks, and compensation guidelines to drive consistency and scalability across the organization.

• Partner with HR, Finance, and business leadership to develop compensation programs and strategies that support regional and functional business needs while aligning with broader company strategy.

• Provide strategic compensation consultation and recommendations for hiring, promotions, transfers, retention actions, reorganizations, market adjustments, and other employee pay decisions.

• Lead annual compensation cycles, including merit planning, salary review, incentive and bonus planning, budgeting support, modeling, and recommendations.

• Conduct market pricing, benchmarking, and competitive pay analysis using compensation surveys, internal data, and external labor market trends to ensure effective and informed pay decisions.

• Analyze compensation data and workforce trends to identify risks and opportunities related to pay equity, pay compression, market positioning, organizational consistency, and cost effectiveness.

• Monitor and evaluate internal equity across regions and functions, and recommend actions to support fair, consistent, and business-aligned compensation outcomes.

• Serve as a subject matter expert on compensation strategy, policy interpretation, program design, and complex pay issues, providing consultative support to HR and business leaders.

• Ensure compensation programs and practices comply with applicable federal, state, and local laws, regulations, and internal governance requirements, including FLSA and other pay-related compliance standards.

• Support the design and administration of base pay, short-term incentive, bonus, and other variable pay programs, ensuring programs are aligned to company objectives and operational needs.

• Lead job evaluation and benchmarking activities, including job matching, leveling, titling alignment, and organizational mapping across multiple business functions and regions.

• Prepare compensation analyses, dashboards, presentations, and business cases for HR leadership, Finance, and senior executives to support decision-making and program enhancements.

• Partner with regional and functional leaders to assess compensation implications of organizational design changes, workforce shifts, business growth, and talent strategy.

• Lead compensation-related work for mergers, acquisitions, integrations, and reorganizations, including due diligence, assessment of legacy pay programs, cost analysis, job and grade mapping, harmonization planning, and transition support.

• Collaborate with cross-functional partners during integration activities to evaluate financial impact, employee transition considerations, and alignment of compensation programs and practices.

• Drive continuous improvement of compensation processes, tools, systems, reporting, and documentation to improve efficiency, scalability, transparency, and user experience.

• Support participation in…