Compensation Manager, HR​/Recruitment

Schedule: 8:30am–5:30pm ET, with occasional flexibility for collaboration with India-based teams

Salary Range: $123,000–$151,000

We are seeking an experienced Compensation Manager with deep expertise in compensation operations, systems governance, and job architecture administration. This role is responsible for driving accuracy, consistency, and compliance across compensation processes while partnering closely with HR, Finance, and business leaders.

The ideal candidate brings strong hands‑on experience, exceptional data discipline, and the ability to establish trust as the subject matter expert for all compensation‑related decisions and tools.

• Lead and execute annual and cyclical compensation processes with precision, including salary reviews, band updates, and governance workflows.
• Administer and maintain compensation systems, job architecture frameworks, salary bands, job levels, and role‑to‑band mapping.
• Serve as the primary owner of compensation data integrity, documentation, controls, and configuration across HRIS and compensation tools.
• Interpret external market data to support benchmarking, pay decisions, and internal equity analysis.
• Ensure compliance with U.S. wage and hour regulations, exemption classifications, and pay transparency requirements.
• Partner with stakeholders across People, Finance, and leadership to provide clear, confident compensation guidance.

• Extensive hands‑on experience in compensation operations with a strong track record of accuracy and repeatable process execution.
• Proficiency in compensation or HRIS systems, including data governance, configuration, and documentation.
• Demonstrated experience administering structured job architectures (job families, leveling, grading structures, salary frameworks).
• Strong analytical skills with the ability to interpret benchmarking data and drive informed pay decisions.
• Solid understanding of U.S. compensation compliance regulations.

• Experience with Canadian compensation practices and compliance.
• Background supporting or enabling global compensation processes (e.g., India) through standards and system governance.
• Familiarity with bonus, equity, and incentive administration in partnership with Finance.

• Establish a single source of truth for compensation data, bands, job levels, and mapping across multiple systems and formats.
• Create greater structure and consistency around pay decisions without slowing business responsiveness.
• Build trust and credibility as the compensation subject matter expert through accuracy, clarity, and strong follow‑through.