Compensation Manager, Programs & Design

The Manager, Compensation Programs & Design is responsible for the development, implementation, governance, and continuous improvement of enterprise compensation programs and frameworks that support the organization's compensation philosophy, talent strategy, and business objectives. This role serves as the lead architect for compensation program design, job architecture, salary structure development, incentive plan design and administration, pay transparency readiness, and compensation governance.

The position partners closely with Compensation Leadership and Business Partners, Finance, Workforce Planning & Staffing, Employee Development, and business leadership to ensure compensation programs are competitive, scalable, compliant, and aligned with organizational growth objectives. The Manager, Compensation Programs & Design will report into the Director, Compensation.

Education Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field required.

Master's degree preferred.

Experience8+ years progressive compensation experience.
3+ years managing compensation programs, job architecture, or broad-based compensation initiatives.

Experience supporting engineering, construction, EPC, energy, industrial, or project-based organizations preferred.

Strong experience with compensation survey analysis, salary structure design, and job evaluation methodologies.

Preferred Certifications Certified Compensation Professional (CCP)
Global Remuneration Professional (GRP)
SHRM-SCP or SPHRCritical Competencies Technical Expertise Job Architecture & Leveling Salary Structure Design Compensation Governance Incentive Program Design Market Pricing Pay Equity Analysis Compensation Analytics Leadership Competencies Strategic Thinking Influencing & Consultation Project Leadership Executive Communication Change Management Business Acumen Success Measures The Manager, Compensation Programs & Design will be evaluated on:

Enterprise adoption and governance of job architecture

Salary structure competitiveness and effectiveness

Compensation policy compliance and consistency

Timely delivery of compensation program initiatives

Reduction in compensation exceptions and governance issues

Pay equity and transparency readiness

Stakeholder satisfaction

Process automation and operational efficiency improvements#LI-JM2

Key Responsibilities Compensation Program Design & Governance Lead the design, enhancement, and administration of compensation programs, policies, and guidelines.

Develop and maintain governance processes that ensure compensation decisions are consistent, equitable, and aligned with company philosophy.

Evaluate market trends and emerging compensation practices to recommend program enhancements.

Establish and maintain compensation policies supporting promotions, transfers, geographic differentials, salary adjustments, allowances, retention programs, and incentive plans.

Job Architecture & Career Frameworks Lead enterprise job architecture initiatives, including job family development, leveling frameworks, and career progression models.

Maintain job evaluation methodologies and governance standards.

Partner with Compensation Business Partners and business leaders to ensure consistent application of leveling criteria across all functions.

Support workforce planning initiatives through effective role classification and organizational design principles.

Salary Structures & Market Competitiveness Design and maintain salary structures, pay grades, and geographic differentials.

Conduct market analysis and assess competitiveness of compensation programs.

Recommend salary structure updates based on market movement, business needs, and compensation strategy.

Ensure compensation programs support attraction…