Compensation Manager, HR​/Recruitment

Compensation Manager

The Compensation Manager will play a key role supporting the company's executive compensation programs while also partnering on enterprise-wide compensation initiatives. 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, this role will lead and support key 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.

• Contribute to the design, administration, and analysis of executive compensation programs, including executive base salary, annual incentive (STIP), and long-term incentive (LTIP) plans.
• Prepare analyses and presentation materials for Compensation Committee meetings and executive compensation decisions in partnership with senior team members.
• Partner with Legal, Finance, and external compensation consultants to support executive compensation governance and compliance.
• Contribute to annual proxy statement (CD&A) preparation and executive compensation disclosures.
• Support executive market benchmarking, peer group analyses, and executive pay competitiveness reviews to inform compensation decisions.
• Coordinate equity grant administration, vesting events, and long-term incentive plan (LTIP) processes.
• Perform analyses related to executive employment agreements, severance arrangements, and executive compensation modeling.

• 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.

• 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.

• 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.

• 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.

• Bachelor's degree in Human Resources or other related field OR equivalent experience with demonstrated track record of success
• Advanced degree or Certified Compensation Professional (CCP) designation preferred

• 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…