Program Manager

Overview

Ampirical is shaping the future of the power grid with precision, innovation, and purpose. We focus on quality, forward-thinking solutions, and empowering our team to grow and thrive. We don’t just build projects—we build careers, and we support professional development every step of the way.

Why Ampirical?

• Salary Range: $110,000 - $130,000 - Commensurate (dependent on experience, education, and qualifications)
• Profit-Sharing Bonus:
  Semi-annual, performance-based (10% to 20% of salary)
• Day-One Benefits:
  Medical, Dental, Vision
• 401(k): 4% match and immediate vesting
• PTO:
  Starting at 80 hours of vacation & 40 hours of sick time per year + 10 paid holidays
• Flexible
  
  Work Schedule:
  
  Every other Friday off
• Career Development:
  Advancement opportunities, tuition reimbursement
• Perks:
  Gym membership stipend, wellness program, fertility benefits, pet insurance, and more

Your Role:
Compensation Program Manager

The Compensation Program Manager is responsible for developing, evaluating, and administering compensation programs that attract, retain, and reward top talent. This role partners closely with HR, Finance, and business leaders to ensure compensation practices are competitive, equitable, compliant, and aligned with the organization’s strategic objectives. The Compensation Program Manager leads cyclical compensation processes, conducts market analyses, manages job architecture initiatives, and supports the design and governance of compensation policies.

• Compensation Strategy & Program Management:
  Design, manage, and continuously improve compensation programs, including salary structures, incentive plans, pay policies, and job evaluation frameworks
• Lead the annual compensation cycle (merit, market, and bonus programs), including planning, communications, systems setup, analysis, and reporting
• Conduct competitive market pricing and benchmarking using established compensation surveys and tools
• Maintain and enhance job architecture and career framework initiatives, ensuring consistency and internal equity

• Data Analysis & Insights:
  Perform complex compensation modeling, forecasting, and scenario analyses to support business decisions
• Monitor internal pay equity and develop recommendations to address disparities or structural issues
• Prepare dashboards, reports, and insights for leadership that clearly communicate trends, risks, and recommendations

• Compliance & Governance:
  Ensure adherence to federal, state, and local compensation regulations, including FLSA classification, pay transparency laws, and internal audit requirements
• Maintain compensation-related documentation, policies, and governance standards

• Collaboration & Consulting:
  Partner with HR Business Partners, Talent Acquisition, and business leaders to advise on job offers, compensation decisions, and organizational design changes
• Support the development and communication of compensation philosophy, program changes, and manager training
• Coordinate with Finance on budget planning, labor cost modeling, and incentive plan effectiveness

• Process Improvement & Systems:
  Identify and implement opportunities to automate, streamline, or improve compensation processes
• Work closely with HRIS to optimize compensation modules and ensure data accuracy

• Education:
  
  Bachelor degree in Human Resources, Business, or another related discipline
• Experience:
  
  Minimum 10+ years of human resources experience with minimum 5+ years of experience in compensation or a related HR analytics/Total Rewards role and minimum 1+ year leading compensation programs
• Skills:
  
  Strong analytical skills, including proficiency with Excel and compensation benchmarking tools
• Demonstrated knowledge of compensation principles, survey methodologies, FLSA, and pay transparency laws
• Ability to manage complex projects and multiple priorities in a fast-paced environment
• Experience leading enterprise-wide compensation or job architecture initiatives
• Experience with Workday, UKG, SAP Success Factors, or other major HRIS systems

• Bonus:
  Certified Compensation Professional

Ampirical is an Equal Opportunity Employer. We do not discriminate based on age, sex, color, race, creed, national origin, religion or religious attire, marital status, pregnancy, citizenship status or amnesty, ancestry, sexual orientation, gender, gender identity, gender expression, transgender status, physical or mental disability, military or veteran status, genetic information, status as a tobacco user or non-user, or any other classification protected by federal, state, or local law.