Compensation Manager

Key Responsibilities

Administer compensation strategies, policies, and programs that support organizational goals and comply with federal, state, and local regulations.
Manage the annual merit and bonus planning cycles, including analysis, modeling, and implementation, partnering with HR leadership on final program decisions and executive recommendations.
Maintain company-wide job architecture and salary structures to ensure internal equity and external competitiveness.
Maintain company-wide job architecture and salary structures to ensure internal equity and external competitiveness.
Develop and maintain compensation guidelines, manager tools, and training materials covering offers, promotions, internal moves, ranges, and FAQs.
Manage compensation systems, market surveys, and benchmarking studies; analyze market data to recommend updates to pay grades, salary ranges, and job classifications.
Maintain HR system job/compensation tables and related data, partnering with HRIS/People Analytics on system enhancements and reporting automation.
Prepare dashboards, analytics, and reports, presenting insights and recommendations to HR, department heads, and executive leadership.
Own compensation data integrity (job codes, grades, ranges, eligibility rules) and coordinate audits and corrections.
Ensure compliance with compensation-related regulations, including FLSA, pay transparency laws, the Davis-Bacon Act, and state wage laws; recommend remediation plans as needed.
Maintain compensation documentation, processes, and governance policies, including exception tracking and audit readiness.
Monitor pay compression and internal equity risks.
Serve as a trusted advisor to HR Business Partners and leaders on compensation decisions, job evaluations, and offers.
Support workforce planning, project teams, new business areas, and large-scale hiring initiatives with compensation guidance.
Partner with Talent Acquisition on competitive offers, negotiation strategy, hiring ranges, and internal equity review for promotions and transfers.
Design and implement process and system enhancements, incorporating input from key stakeholders.
Establish and maintain compensation approval workflows and guardrails, such as ranges, exceptions, and documentation.
Qualifications

Required:

Bachelor’s degree in human resources, business administration, finance, or a related field.
5+ years of progressive compensation experience, including at least 2 years managing compensation programs.
Strong analytical skills with advanced proficiency in Excel and HRIS platforms.
Experience administering job evaluation, salary structures, and market pricing.
Working knowledge of FLSA, pay transparency laws, and general compensation compliance.
Preferred:

CCP (Certified Compensation Professional) certification, or progress toward it.
Experience supporting workforces across multiple states.
Construction industry experience.
Familiarity with prevailing wage and/or union environments.