Compensation Manager

Position: Sr. Compensation ManagerHybrid Remote: PlantationPay Rate: $45-$65 HourlyLooking to HIRE RIGHT AWAY!!Qualifications:5+ years of progressive experience in Compensation and Total RewardsSupporting: Job Evaluations, Salary Structures, Incentive Plans, Consultation ExpertExperience in job evaluation, market pricing, job architecture, and compensation program designDemonstrated ability to manage complex projects and deliver high-quality resultsExpertise in compensation strategy, job evaluation, and job architectureAdvanced proficiency in Excel and HRIS systemsExcellent communication and consulting skills with the ability to influence leadersStrong analytical and quantitative skills, including modeling and data interpretationAbility to manage multiple high-impact projects in a fast-paced environmentConvince other subject matter experts to accept new concepts, practices, and approachesMay cooperate with and coordinate 3rd parties e.g. external service providersProvide technical guidance to line managers and employeesIndividual Contributor may coach, review and delegate work to lower-level professionalsPlusses:Bachelor's degree in a related fieldTotal Rewards and/or Benefits experienceProfessional certification (e.g., CCP, SHRM-CP/SCP, PHR/SPHR) preferredDay to Day:The Compensation Manager is a senior individual contributor responsible for supporting core compensation programs and projects to ensure competitive, equitable, and compliant pay practices. The role serves as expert for Job Evaluation and Job Description governance, ensuring consistent job leveling and accurate job documentation aligned with the job architecture framework. The position also supports the administration of compensation programs, including job evaluations, salary structures, and key enterprise initiatives, influencing stakeholders through expert consultation rather than direct leadership.Key Responsibilities:Job Evaluation & Job ArchitectureLead Job Evaluation processes to ensure consistent methodology and internal equity.Audit job leveling and grading decisions.Develop and maintain accurate, aligned job descriptions.Sustain job architecture frameworks supporting pay decisions and organizational design.Compensation ManagementMaintain and analyze compensation programs using market data and evaluation methodologies.Conduct compensation surveys and deliver market insights and recommendations.Recommend updates to compensation programs to support competitiveness and internal equity.Develop salary structures, merit budgets, and pay guidelines.Review pay actions for policy compliance and equity.Analyze variable pay programs and support incentive modeling.Total Rewards Project LeadershipParticipates in initiatives (structure redesigns, incentive modeling, pay equity, benchmarking, system/process enhancements).Develop communication materials for Total Rewards programs.Partner with HR Systems on requirements, enhancements, and reporting.HR Partnership & AdvisoryAdvise HR and leaders on compensation decisions, job leveling, and job design.Influence stakeholders through data-driven recommendations.Collaborate with HR, Finance, Legal, and Talent partners on planning and decision-making.Analytics, Reporting & ComplianceProduce compensation analysis, models and costing scenarios.Ensure compensation practices comply with laws and regulations.Maintain data accuracy, confidentiality, and integrity across HRIS systems.rship

Created: 2026-05-17