Corporate Compensation Manager

Reporting to the Director, the Corporate Compensation Manager is responsible for the development and implementation of all compensation programs and processes, including but not limited to base pay administration, short-term and long-term incentives, job documentation and evaluations, market pricing, salary survey administration, and administration of the job description and survey management system. Serves as a subject matter expert and trusted partner to the HR Team and all levels of leadership with respect to compensation matters.

Develops and recommends compensation program initiatives and designs that support business needs and ensure alignment across the organization. Researches and analyzes market data to identify competitive trends and best practices in order to provide insight into compensation recommendations. Leads projects in support of strategic objectives and reward initiatives, partnering with management and the Human Resource Team to achieve results. Maintains effective working relationships with internal partners and the HR Team.

• Serves as the subject matter expert for compensation technology platforms, leading system design, requirements gathering, testing, implementation, governance, vendor coordination, and ongoing optimization of compensation-related systems, reporting tools, and data integrations.
• Establishes and maintains compensation data governance standards, ensuring the accuracy, integrity, auditability, and consistency of compensation, incentive, market, and workforce reporting data across systems.
• Identifies and communicates key responsibilities and practices to ensure the team successfully achieves business results.
• Ensures effective communication, education, and implementation of all pay programs across the organization. Identifies and generates competitive compensation solutions to challenging business issues.
• Provides compensation expertise and counsel to various stakeholders with respect to all compensation matters, including salary management, compensation program administration and plan design, attraction and retention needs, and policies and procedures in support of strategic objectives.
• Establishes and facilitates company-wide competitive, cost-effective, and internally equitable compensation programs.
• Understands the business and related market conditions. Builds critical relationships, provides compensation recommendations, and builds consensus to support and influence business leaders on all compensation matters.
• Proactively reviews market position and internal equity across various parts of the organization.
• Successfully drives philosophical and program changes throughout the organization, within an evolving strategic compensation plan.
• Formulates and improves compensation processes and programs through data analytics, modeling, reporting, and auditing across the organization.
• Assess operational effectiveness of new and existing tools, systems, and resources for managing compensation programs and processes. Recommends investment in resources and/or changes in utilization of existing resources, as needed.
• Leads the annual compensation planning cycle, including the design of plan administration, system configuration, development of leadership communication, and end-to-end implementation. Ensures compensation planning is completed on time and executed correctly.
• Manages the project team, including external vendors, in the successful system implementation and execution of the annual compensation planning cycle.
• Responsible for compensation recommendations for business-related changes such as new positions, job changes, conversions, and relocations.
• Responsible for data preparation, review, and submission of budget, expenses, and accruals to…