Compensation Manager, HR​/Recruitment

Smart, Innovative, and Hard-working? Perfect! We are growing and need the right people with the right mindset. Join our family and find a home where you will enjoy working with your peers, be challenged to work hard and have some fun in the midst of it all.

We are proud to have been named National Apartment Association's 2025 Top Employer in the Supplier Category.

• Competitive Salary of $110K - $130K!
• Full Time:
  
  Monday-Friday, 8 AM - 5 PM.
• Paid Holidays Off and No Weekends!
• Work from home options! We offer hybrid schedules that would consist of 1day at home and4 days in the office after 90 days.
• We offer full benefits such as medical, dental, vision, life insurance, disability, 401K, 104 hours of paid time off accruals,complimentary gym access, meal prep services, andmuch more!
• Employee Discount Program!
• Long-term Career Opportunities!
  
  Many of our leaders started with Chadwell Supply looking for a job, just like youbut found long-term career opportunities at one of our 29
  
  Branches across the Country.
• Named Top 100
  
  Companies in Tampa Bay 2019, , 2022, 2023, 2024,and 2025!

The Compensation Manager analyzes, designs, and administers the company’s employee compensation plans and designs a pay structure and assigns pay ranges to jobs in alignment with company recruitment, retention, and engagement objectives. The Manager determines the competitive position of company pay programs by ensuring the integrity of company job descriptions and the evaluation of job worth using measurable and objective criteria.

• A bachelor’s degree in Business Administration, Human Resources, or other relevant field.
• 5+ years of compensation experience.
• Extensive knowledge of Human Resource laws, regulations, and best practices.
• Advanced analytical skills.
• Advanced verbal and written English language skills.
• Proficiency in MS Office suite (Word, Excel, and MS Outlook).
• Excellent organizational and time management skills.

• Partner with ownership and executive leaders to develop the overall compensation strategy for the company.
• Interview and survey employees and managers to gather and document job, organizational, and occupational information, including the duties, responsibilities, and skills required for each job.
• Prepare and maintain job descriptions for each position in the organization; ensure descriptions accurately reflect the work being performed and comply with federal and state laws.
• Assess jobs and their respective duties to determine classification as exempt or nonexempt, Standard Occupation Code (SOC), EEO Classification, and Worker’s Comp Classification.
• Develop and maintain an inventory and architecture of jobs and ensure it is maintained and kept up to date.
• Assess the market worth of company jobs using Payfactors and any other information deemed appropriate.
• Benchmark jobs against industry peers and other market intelligence to determine competitive compensation for each job.
• Gather data from market-based compensation surveys; use spreadsheet and data analysis techniques to assess results and market trends.
• Prepare and present summary reports and charts of job analysis and compensation analysis information.
  
  Advise managers on pay decisions.
• Plan and communicate preferred methods and best practices for compensation and evaluating employees.
• Provide ongoing review and monitor employee pay and recommend review if appropriate.
• Provide ongoing analysis to ensure employee compensation is accurate in the HRIS platform.
• Design a pay structure or structures to include pay grades with minimums, midpoints and maximums and assign jobs to appropriate grades.