Compensation Manager, HR​/Recruitment

The Compensation Manager supports the design, analysis, and administration of the company’s compensation programs. This role provides data-driven insights to ensure pay decisions are fair, competitive, and aligned with business goals.

The person in this position will work closely with HR leadership and department managers to evaluate job structures, analyze market data, and guide compensation recommendations that promote consistency and internal equity.

• Conduct salary surveys, market pricing, and benchmarking for new and existing roles.
• Analyze internal pay structures to identify compression, equity, and competitiveness.
• Prepare compensation models and recommendations to support pay adjustments, promotions, and new hire offers.

• Review job descriptions and classifications for accuracy and appropriate leveling.
• Maintain job codes, pay ranges, and related data in the HRIS system.
• Partner with HR and business leaders to ensure roles are correctly aligned within compensation frameworks.

• Support the annual merit and incentive cycle, including data validation, reporting, and coordination with Finance and HR.
• Track incentive plan performance metrics and assist with year-end calculations and reporting.

• Maintain compliance with federal, state, and local wage regulations.
• Prepare compensation reports and dashboards for leadership review.
• Support audits and ensure accurate and confidential documentation of compensation data.

• Use data to identify compensation trends and make recommendations to enhance pay programs.
• Assist in developing clear communication materials to help managers and employees understand pay practices and policies.

• Bachelor’s degree in Human Resources, Finance, Business Administration, or related field.
• 3–5 years of experience in compensation analysis or related HR function.
• Strong analytical and quantitative skills, with advanced proficiency in Excel.
• Experience with HRIS and compensation tools such as ADP or Workday preferred.
• Knowledge of compensation principles, FLSA classifications, and wage and hour compliance.
• Excellent attention to detail, accuracy, and confidentiality.
• Strong communication and collaboration skills with the ability to partner effectively across departments.
• CCP or SHRM certification preferred but not required.