Compensation Lead

Location: Versailles

Job-:
Human Resources

Location:

Versailles, OH, United States

Schedule:

Full time, Day Posted:

About the Role:

Join Midmark as a Compensation Lead, where you'll play a key role in shaping competitive, equitable, and effective compensation practices that support our teammates and business goals.  This role leads the administration, execution, and continuous improvement of Midmark's compensation programs, including salary structures, job evaluation, market pricing, and sales compensation. The Compensation Lead serves as the primary compensation subject matter expert for HR and business leaders, providing consultation, analysis, and well-developed recommendations on compensation decisions and practices.

This role independently manages established programs, resolves complex compensation matters, and identifies opportunities for improvement and partners with the Director, Compensation and Benefits on program design and strategic initiatives.

What You’ll Do:

Lead the administration and execution of established compensation programs, policies, and processes, ensuring accuracy, consistency, compliance, and timely delivery.

Maintain and administers salary structures and job grades, including range updates, job evaluations, market pricing, survey participation, and recommendations that balance external competitiveness and internal equity.

Administer sales compensation plans and related processes, partnering with Sales, Sales Operations, Finance, and HR on plan modeling, implementation, communication, issue resolution, and recommendations for improvement.

Serve as the primary compensation advisor to HR Business Partners and business leaders, independently evaluating compensation matters, providing guidance, and developing practical, well-supported recommendations on pay decisions and compensation practices.

Lead the administration and execution of annual merit, equity, and incentive compensation cycles, including planning, modeling, system setup, audits, and stakeholder support.

Analyze compensation trends, internal pay equity, and program effectiveness; develops models and presents findings, alternatives, and actionable recommendations to HR and business leadership.

Partner with HR systems teams and other stakeholders to maintain accurate compensation data, job information, and related processes while identifying and implementing opportunities to improve efficiency, controls, and program effectiveness.

Support the Director, Compensation and Benefits in evaluating compensation programs and developing recommendations for program design, enhancements, and strategic initiatives aligned with Midmark's compensation philosophy and business objectives.

What We’re Looking For:

Bachelor's degree in human resources, finance, business administration, or a related field preferred.
5+ years of progressive compensation experience, or an equivalent combination of education and experience. Demonstrated experience independently administering compensation programs, conducting market pricing and job evaluations, and developing compensation recommendations preferred.

Experience with sales incentive compensation strongly preferred. Certified Compensation Professional (CCP) or Certified Sales Compensation Professional (CSCP) certification preferred.

Preferred Qualifications:

Proven Comprehensive knowledge of compensation administration, salary structures, job evaluation, and market pricing methodologies.

Solid working knowledge of sales incentive compensation plans and related modeling.

Advanced analytical and problem-solving skills, including the ability to interpret complex data, evaluate alternatives, and develop well-supported recommendations.

Sound independent judgment, initiative, and ability to manage competing priorities and resolve complex compensation matters with limited direction.

Strong business acumen and ability to consider business priorities, financial implications, and organizational objectives when developing compensation recommendations.

Strong communication, consultation, and interpersonal skills, including the ability to explain complex compensation matters and influence decisions across organizational levels.

Strong project management and continuous improvement skills, with demonstrated ability to improve processes and leverage technology, including emerging tools such as artificial intelligence.

Advanced proficiency in spreadsheet analysis and reporting tools; working knowledge of human capital management systems.

Working knowledge of applicable…