Manager, HR​/Recruitment

Job Overview

The Compensation Manager plays a critical role in the design, implementation, and administration of broad-based and executive compensation programs that support the company’s business strategy and compensation philosophy. This role serves as a strategic partner to HR Business Partners, providing expert guidance on pay decisions, market competitiveness, and program design. In addition to core compensation responsibilities, the role will lead and support key special projects and contribute to executive compensation, annual bonus, and long‑term incentive (LTIP) processes, ensuring programs are competitive, compliant, and aligned with shareholder and company objectives.

• Compensation Program Design & Administration
  • Conduct market pricing, benchmarking, and internal equity analysis to ensure competitive and equitable pay practices.
  • Develop financial models and cost analyses to evaluate compensation program effectiveness and support decision‑making.
  • Partner with HRBPs and business leaders to provide consultative guidance on offers, promotions, retention actions, and organizational changes.
  • Monitor market trends and emerging practices to continuously evolve compensation programs.
• Executive Compensation & Governance Support
  • Support the administration of executive compensation programs, including base salary, annual incentive (STIP), and long‑term incentive (LTIP) plans.
  • Assist in the preparation of executive compensation materials, analyses, and reporting for senior leadership and governance processes.
  • Partner with Finance, Legal, and external advisors to ensure programs align with regulatory requirements and governance standards.
  • Contribute to proxy‑related work, disclosures, and executive compensation analysis as needed.
• Annual Compensation Processes (Merit, Bonus, LTIP)
  • Support execution of annual compensation cycles, including merit, bonus, and long‑term incentives.
  • Develop tools, guidance, and communications to support HR and leader decision‑making during compensation cycles.
  • Ensure data integrity, audit readiness, and alignment across systems (e.g., Workday, comp planning tools).
  • Conduct post‑cycle analysis to assess outcomes and identify areas for improvement.
• Special Projects & Strategic Initiatives
  • Lead or support special compensation projects, including program redesign, harmonization efforts, and transformation initiatives.
  • Contribute to enterprise‑wide initiatives such as M&A integration, job architecture, or global program alignment.
  • Drive continuous improvement in compensation processes, tools, and governance practices.
  • Partner across HR COEs (Total Rewards, Talent, HRT) on cross‑functional initiatives.
• Stakeholder Partnership & Communication
  • Act as a trusted advisor to HR Business Partners, translating complex compensation concepts into clear, actionable insights.
  • Develop and deliver education and communication materials on compensation philosophy, programs, and policies.

• Salary Range: $96,800 - $154,000 (actual placement may vary based on experience, skills, and other factors)
• Benefits (subject to election and eligibility):
  Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401(k) with company match, Tuition Reimbursement, Mileage Reimbursement
• Annual bonus based on performance and eligibility

• 6+ years of experience in compensation, total rewards, finance, or related field
• Experience designing and administering broad‑based compensation programs in a complex organization
• Prior experience in executive compensation programs, bonus (STIP), and/or equity/LTIP administration
• Experience supporting annual compensation cycles (merit, bonus, equity)
• Experience leading compensation program development and implementation projects
• Experience enhancing and implementing compensation systems and reporting tools

• Strong understanding of compensation fundamentals, including market pricing, benchmarking, and pay equity
• Working knowledge of executive compensation design and principles, incentive plan design (short‑term and long‑term), and compensation governance principles
• Familiarity with financial modeling and cost impact analysis
• Understanding of regulatory and compliance considerations related to compensation programs (preferred)

• Strong quantitative and problem‑solving skills with the ability to translate data into actionable insights
• Ability to influence and advise leaders with credibility and confidence

Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.