Manager, HR​/Recruitment

Compensation Manager

This role leads the organization's core compensation programs, including market benchmarking and intelligence, survey participation, pay structure maintenance, and job leveling and architecture, and competitive analysis. This role also acts as the primary compensation partner to a designated line of business and for executive compensation, translating compensation strategy into practical guidance for business leaders and HR partners. This role serves as a Year End Comp project lead.

The ideal candidate combines strong technical compensation expertise with the consultative skill to influence stakeholders at all levels.

• Market intelligence lead - Compensation Benchmarking & Survey Participation
• Lead the company's participation in third-party compensation surveys, ensuring accurate job matching and timely submission.
• Own the annual and ad hoc market benchmarking process across all functions, evaluating pay competitiveness against relevant labor markets and peer groups.
• Analyze survey results and market trends to recommend updates to pay ranges, incentive targets, and total compensation positioning.
• Ensure the organization's compensation practices remain competitive and aligned with industry standards. Conduct a comprehensive periodic market competitiveness analysis, incorporating updated peer and pay data, and reviewing job matches to identify areas for improvement.
• Maintain a library of market data sources and evaluate new survey providers as needed.
• Compensation Structure & Job Architecture
• Design, build, and maintain salary structures, pay grades, and geographic differentials in alignment with market data and business strategy.
• Lead job evaluation and leveling for new and existing roles, ensuring internal equity and consistent application of leveling criteria.
• Advice on matters related to job architecture and compensation data accuracy within HR systems (e.g., Workday).
• Support annual compensation planning cycles, including merit, promotion, with structure and range updates. Act as the End-to-end project lead for the Workday Advance Compensation process from planning, launch, finalization, project debrief, and enhancements/process improvements. Work closely with stakeholders to ensure merit and promo configurations are reviewed, tested, and working as expected. Serve as an SME/go-to-person and provide guidance to HRBPs for any questions/requests.
  
  Represents SEA in regional meetings.
• Partner with HQ on ad-hoc/special requests (i.e. market data inquiry).
• Serves as SEA comp contact for comp consulting companies/survey providers i.e. Aon Radford, Willis Towers Watson, Mercer, ERI, etc.
• Manage the administration of Acting Allowance and Long term Incentive planning cycle for grant refreshers and payout of prior grants.
• Business Partnership
• Serve as the dedicated compensation partner to a designated line of business, acting as the primary point of contact for compensation matters.
• Advise HR Business Partners and business leaders on offer development, promotions, internal equity, and pay decisions.
• Educate managers and HR partners on compensation philosophy, tools, and processes to support consistent, defensible pay decisions.
• Provide compensation analysis and recommendations for org design changes, restructures, and new role creation within the supported business.
• Program Governance & Continuous Improvement
• Ensure compensation practices comply with relevant pay equity and pay transparency regulations.
• Contribute to the development of compensation guidelines, tools, and training materials.
• Develop process improvement initiatives/comp tools
• Identify opportunities to improve compensation processes, tools, and data quality.
• Partner with Legal and Total Rewards leadership on pay equity analyses and remediation as needed.
• Stay current on relevant AI tolls and methods. Use AI to streamline work and identify capability building opportunities.

Qualifications

• Bachelor's degree in Human Resources, Business, Finance, or related field; or equivalent practical experience.
• 6+ years of progressive experience in compensation, including hands-on work with benchmarking, salary structures, and job leveling or 4+ years and a Master's degree.
• Demonstrated experience leading or heavily contributing to survey participation and market pricing processes.
• Experience building or maintaining job architecture / leveling frameworks (e.g., career ladders, job families).
• Strong Excel/analytical skills; experience with HRIS platforms (Workday) and survey tools (Radford, Mercer, etc.).
• Excellent communication and consulting skills, with the ability to explain compensation concepts to non-specialist audiences.
• High attention to detail and comfort managing confidential, sensitive data.

What success looks like:

• Pay structures and job architecture remain current, competitive, and easy for the business to apply consistently.
• Survey submissions are accurate and delivered on time, giving the company reliable market data.
• The…