Compensation Manager, HR​/Recruitment

Lead and manage the development, administration, and ongoing effectiveness of enterprise compensation programs across multiple business lines, including residential real estate, mortgage, insurance, and settlement services. Serve as the primary compensation consultant to business and HR leaders, translating organizational needs into competitive, equitable, financially responsible, and compliant compensation solutions. This individual contributor role provides enterprise-wide program leadership and exercises significant independence and judgment in the design and management of salary structures, job evaluation frameworks, base pay programs, and incentive compensation plans.

Common job activities are listed below; actual position responsibilities may vary. Refer to your manager or human resources for specific duties and performance expectations.

• Manage compensation programs across multiple business lines, ensuring programs remain competitive, equitable, financially responsible, operationally effective, and compliant with applicable requirements.
• Serve as a compensation consultant to HR and business leaders, providing recommendations on compensation decisions, organizational changes, job evaluations, market positioning, and pay-related risks.
• Co-Lead market-pricing activities, including survey participation, benchmarking methodology, market analysis, and recommendations regarding competitive positioning and internal equity.
• Own the development and maintenance of salary structures, pay ranges, geographic differentials, and job evaluation frameworks in alignment with the company’s job architecture and operating needs.
• Establish and maintain compensation governance, guidelines, documentation, and decision frameworks that promote consistent and equitable pay practices across operating companies.
• Co-Lead the design, evaluation, implementation, and ongoing management of base pay and incentive compensation programs, including modeling, performance measures, payout structures, plan documentation, and effectiveness reviews.
• Lead complex compensation reviews and initiatives by defining scope, deliverables, stakeholder responsibilities, recommendations, and implementation plans.
• Ensure compliance with applicable laws and regulations (FLSA, pay equity, etc.).
• Partner with and support the compensation leader for compensation analysis and consultation of executive and senior leadership roles, including market benchmarking, competitive assessments, and reporting.
• Identify and lead compensation process improvements, reporting enhancements, controls, and HRIS requirements.
• Develop and deliver compensation communications, tools, and training for HR partners, managers, and business leaders.
• Perform any additional responsibilities as requested or assigned.

• Deliver accurate, timely, and well-supported compensation recommendations that balance business objectives, market competitiveness, internal equity, affordability, and compliance.
• Exercise a high degree of independence, judgment, discretion, and accountability when addressing complex or ambiguous compensation matters.
• Build credibility as a trusted compensation consultant with HR, Finance, operational leaders, and senior management.
• Translate complex compensation analyses into clear recommendations, alternatives, risks, and implementation considerations for decision-makers.
• Maintain consistent compensation methodologies, documentation, governance, and controls across operating companies.
• Follow company HR policies, the Code of Business Conduct, and all subsidiary and departmental procedures, including requirements related to confidential company information, punctual and regular attendance,…