Senior Compensation Manager

## Senior Compensation Manager
* Evolve and maintain Eisner Amper’s enterprise compensation philosophy, policies, and governance model, ensuring alignment with firm values and business priorities.
* Lead modernization of compensation infrastructure, including job architecture, leveling frameworks, career pathing, and salary structures—mirroring approaches used by leading firms.
* Ensure compliance with FLSA, state/local pay equity laws, and pay transparency regulations.
* Serve as a firm‑wide ambassador for pay transparency, equitable pay practices, and compensation education for leaders and employees.
* Lead all annual compensation programs—including merit, market adjustments, promotions, and bonus cycles—using Workday Advanced Compensation.
* Partner with Finance on budgeting, forecasting, accruals, and compensation modeling.
* Develop tools, dashboards, and scenario‑planning models for leaders and HRBPs.
* Increase automation and reduce manual processes through Workday optimization, Power

BI dashboards, and AI‑augmented workflows.
* Transform compensation processes using Workday, Power

BI, AI‑enabled analytics, and workflow automation.
* Establish a continuous improvement roadmap, identifying opportunities for simplification, standardization, and enhanced employee experience.
* Introduce modern tools such as compensation forecasting algorithms, geo‑differential automation, and pay transparency reporting.
* Serve as a trusted advisor to HRBPs, Talent Acquisition, Finance, and business leaders on all compensation matters.
* Coach and develop the Senior Compensation Analyst, fostering a high‑performance, growth‑oriented culture.
* Partner with Talent Acquisition to guide offer structuring, hiring ranges, and competitive compensation positioning.
* Communicate program changes, market insights, and governance updates to executive leadership.
* Transformation toward a modern, scalable total rewards ecosystem.
* Increased pay equity and transparency across the firm.
* A stronger, more predictable compensation experience for employees and leaders.
* Reduced manual processes through automation and Workday adoption.
* Clear, consistent career pathways and salary structures.
* Confident leaders making data‑informed compensation decisions.
* Stronger employee trust in pay fairness.
* Bachelor’s degree in HR, Business, Finance, or related field
* 8+ years of progressive compensation experience
* 3+ years in a leadership role within a multi‑state or multi‑market organization.
* Experience implementing or managing job architecture frameworks and compensation modernization initiatives (a growing trend across Linked In postings)
* Experience in Workday Advanced Compensation
* Experience in base pay, variable incentive design, market pricing, and pay equity
* Experience with U.S. federal/state compensation laws and pay transparency requirements
* Advanced analytics, modeling, and scenario planning capabilities
* Expertise in PowerBI
* Excellent communication skills, including ability to translate complex data into simple, actionable insights
* Comfort with ambiguity, transformation‑oriented thinking, and continuous improvement
* High emotional intelligence and strong influencing skills with senior stakeholders
* Experience in professional services or partnership‑based firm structures
* Exposure to executive compensation, deferred compensation, or LTIP programs
* Experience supporting M&A compensation integration work## Preferred

Location:

The range for the position in other geographies may vary based on market differences.  The actual compensation will be determined based on experience and other factors permitted by law.
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