• Human Resources
  • Remote, USA

Compensation Manager


The compensation manager is responsible for managing the compensation function. The compensation manager plans, develops and implements new and revised compensation programs, policies and procedures to align with the company's goals and competitive practices. This position is also responsible for ensuring that company compensation programs are consistently administered in compliance with internal policies and government regulations.

Core Job Duties

  • Manages the development, implementation and administration of compensation programs.
  • Oversees base salary and incentive programs, job evaluations, and salary survey participation and procurement.
  • Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.
  • Oversees the annual salary administration programs, including the annual salary review process, salary structure creation and maintenance, and development of incentive or salary increase budgets in coordination with the FP&A department.
  • Provides advice and guidance on pay decisions, policy interpretations, and job evaluations.
  • Designs creative solutions to specific compensation-related programs and incentive plans.
  • Develops techniques for compiling, preparing and presenting data.
  • Oversees the participation in salary surveys and monitors salary survey data to ensure corporate compensation objectives are achieved.
  • Ensures compliance with federal, state and local compensation laws and regulations.
  • Manages support needs related to mergers & acquisitions o May perform other duties as assigned.

Supervisory Responsibilities: This position manages all employees of the compensation department and is responsible for the performance management and hiring of the employees within the department.

Job Complexity Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Go-to expert in one specific area of their
role. Some barriers to entry exist at this level (e.g., dept/peer review). Level at which career may plateau. Interaction Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Networks with key contacts outside own area of expertise.

Supervision Determines methods and procedures on new assignments and may coordinate activities of other personnel (Team Lead).

Experience Typically requires a minimum of 8 years of related experience with a Bachelor's degree; or 6 years and a Master's degree; or equivalent experience.

Minimum Qualifications:

  • Bachelor's degree or equivalent in business, human resources or related field and six years of progressively responsible experience in employee compensation
  • 6+ years of related compensation experience, including, but not limited to the following areas: market analysis, job analysis, sales compensation, equity programs, incentive plan design and administration.
  • 1+ year of experience managing subordinates.
  • Knowledge of laws and regulations as they apply to base compensation and incentive compensation programs, company policies, and operations.
  • Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation.
  • Strong analytical skills and ability to interpret and communicate data.
  • Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel.
  • Strong leadership and team management skills. o Excellent time management skills and ability to plan and set priorities.
  • Excellent verbal and written communication skills.
  • Strong interpersonal skills in dealing with senior management.

Additional preferred Qualifications

  • Certificated Compensation Professional (CCP) is strongly preferred
  • SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) and certified compensation professional credentials preferred.

Physical Demands Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds.

Travel Required Yes, up to 15% domestic travel may be required.

Work Authorization Employee must be legally authorized to work in the United States.

FLSA Classification Exempt
Location Remote

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