Compensation Manager

Position Summary: 

The Compensation Manager oversees the design, administration, analysis, and evaluation of the Firm’s compensation programs. This role partners with HR and Firm leadership to support competitive, equitable, and compliant pay practices, and provides data-driven guidance on compensation strategy, salary structures, market competitiveness, and pay decisions. The Compensation Manager also leads core compensation planning activities, including job evaluations, benchmarking, annual merit and bonus processes, incentive programs, and pay equity analysis.

Scope: 

This role serves as the Firm’s compensation subject matter expert, maintaining compensation policies, leading compensation-related projects, managing salary survey participation, and delivering insights that support workforce planning and informed compensation decisions.

Responsibilities: 

• Lead annual compensation planning processes, including merit increases, promotions, bonuses, and incentive programs.
• Ensure compliance with federal, state, and local compensation regulations, including pay transparency and pay equity requirements.
• Conduct market analyses and develop data-driven compensation recommendations for HR and Firm leadership.
• Oversee compensation benchmarking, survey participation, job evaluation, salary structures, pay administration, and related policies.
• Manage compensation processes and data governance in Workday, including reporting, controls, and audits.
• Advise on compensation matters related to hiring, promotions, transfers, market adjustments, and other pay actions.
• Support compensation budgeting, forecasting, and cost-impact analysis based on market competitiveness, internal equity, and financial objectives.
• Lead compensation projects, process improvements, and stakeholder communications in partnership with HR and business leaders.

Knowledge, Skills, and Abilities: 

• Bachelor’s degree in Human Resources, Finance, Business, or a related field preferred.
• Apply strong knowledge of compensation principles and practices, including market pricing, salary structures, job evaluation, annual compensation programs, and pay equity analysis.
• Analyze complex compensation data and translate findings into clear, actionable recommendations.
• Use advanced Excel, Workday, and data-management skills to support reporting, analysis, and process execution.
• Communicate effectively with varied audiences across the Firm, including HR, business leaders, and other stakeholders.
• Manage multiple priorities and deadlines with strong project management, organizational, and follow-through skills.
• Exercise sound judgment, discretion, and attention to detail while working independently and collaboratively.
• Use compensation survey platforms to support benchmarking and market analysis.

Candidate must have 5–8 years of progressive compensation experience, including experience leading compensation programs or projects.

Demonstrated experience with annual compensation cycles and bonus program management is required. Experience advising HR and leadership on compensation decisions is preferred.

• Lead annual compensation planning processes, including merit increases, promotions, bonuses, and incentive programs.
• Ensure compliance with federal, state, and local compensation regulations, including pay transparency and pay equity requirements.
• Conduct market analyses and develop data-driven compensation recommendations for HR and Firm leadership.
• Oversee compensation benchmarking, survey participation, job evaluation, salary structures, pay administration, and related policies.
• Manage compensation processes and data governance in Workday, including reporting, controls, and audits.
• Advise on compensation matters related to hiring, promotions, transfers, market adjustments, and other pay actions.
• Support compensation budgeting, forecasting, and cost-impact analysis based on market competitiveness, internal equity, and financial objectives.
• Lead compensation projects, process improvements, and stakeholder communications in partnership with HR and business leaders.

Candidate must have 5–8 years of progressive compensation experience, including experience leading compensation programs or projects.

Demonstrated experience with annual compensation cycles and bonus program management is required. Experience advising HR and leadership on compensation decisions is preferred.