Manager, Compensation and People Analytics

Job Description

Who We Are

Horizon Media, founded in 1989 by Bill Koenigsberg, is recognized as one of the most innovative marketing and advertising firms. We are headquartered in New York City, with offices in Los Angeles and Toronto. A leader in driving business solutions for marketers, Horizon is known for its highly personal approach to client service.  Renowned for its incredible culture, Horizon is consistently named to all the prestigious annual Best Places to Work lists published by Fortune, AdAge, Crain’s New York Business and Los Angeles Business Journal. Together we are building a place of belonging.
At Horizon, we understand the value that different perspectives can bring to our clients and culture, so we strive for an environment where our employees feel welcomed, safe and empowered. We value YOU and believe that your authentic voice and unique perspective allows us to create a more rewarding culture, and experience, together.

Our simple recipe for success? We hire talented people (thinkers, doers, dreamers, makers), challenge them and give them every opportunity to grow.

Job Summary

The Manager, Compensation & People Analytics, is a strategic and operational leader responsible for executing the organization’s compensation programs while advancing data-driven decision-making across People functions. This role bridges compensation expertise with people analytics capabilities, ensuring that pay practices are competitive, equitable, and aligned with business objectives, while delivering actionable workforce insights to senior leadership.

This individual will serve as the primary owner of compensation operations and a key driver of people analytics, requiring both deep technical expertise and strong business acumen.

Compensation (Primary Focus)

• Lead the design, execution, and administration of all compensation programs, including annual merit, bonus, and incentive cycles
• Conduct market pricing and benchmarking using survey data; ensure data integrity and governance across compensation systems
• Partner with HR Business Partners and business leaders to provide compensation guidance, including offer recommendations and internal equity assessments
• Develop, maintain, and evolve job architecture, including job families, leveling frameworks, and role alignment
• Support organizational design and restructuring efforts from a compensation perspective
• Establish and enforce compensation policies, guidelines, and governance frameworks
• Perform and present pay equity analyses; proactively identify and address gaps
• Prepare and deliver compensation-related materials and insights to senior leadership and executives
• Manage and optimize compensation processes within Workday Advanced Compensation
• Ensure compliance with all applicable compensation-related government regulations and reporting requirements

People Analytics

• Design and deliver scalable people analytics solutions that support strategic decision-making
• Build and maintain dashboards and reporting across key talent metrics, including:
  • Turnover and retention
  • Headcount and workforce planning
  • Promotion and mobility
  • Diversity, equity, and inclusion (DEI) metrics
• Develop predictive and diagnostic analyses to identify workforce trends and risks
• Partner with People leaders to translate data into actionable insights and recommendations
• Improve data quality, definitions, and governance across HR systems
• Support executive reporting and board-level analytics as needed
• Establish consistent reporting frameworks and KPIs across the People function

Cross-Functional & Strategic Leadership

• Act as a trusted advisor to HR, Finance, and business leaders on compensation and workforce insights
• Contribute to broader People Operations initiatives, including process improvement and system optimization
• Drive continuous improvement in tools, reporting, and methodologies across compensation and analytics

Preferred Skills & Experience

Experience

• 7+ years of progressive experience in compensation, with exposure to people analytics
• Bachelor’s degree in Human Resources, Business, Finance or related field.
• Background in Human Resources, with strong understanding of HR processes and organizational dynamics
• Experience working with or partnering closely with Finance
• Demonstrated experience managing compensation cycles and advising business leaders
• Experience building or contributing to people analytics frameworks and reporting
• Proven ability to present complex compensation and analytics insights to senior leaders and executives
• Excellent communication and stakeholder management skills
• High attention to detail with strong operational discipline
• Ability to balance strategic thinking with hands-on execution

Technical & Functional Expertise

• Deep knowledge of:
  • Job architecture and leveling frameworks
  • Market pricing and compensation survey methodologies
  • Compensation data governance and best practices
  • Pay equity analysis and reporting
• Strong analytical and quantitative skills; ability to synthesize complex data into clear insights
• Advanced proficiency in Workday, particularly Advanced Compensation
• Experience with HRIS, reporting tools, and data visualization platforms (e.g., Excel, dashboards)

Certificates, Licenses and Registrations
N/A

Physical Activity and Work Environment

N/A

The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of responsibilities, duties and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.

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Horizon Media is proud to be an equal opportunity workplace.  We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Salary Range

A successful applicant’s actual base salary may vary based on factors such as individual’s skill sets, experience, training, education,  licensure/certifications, and qualifications for the role.  As an organization, we take an aptitude and competency-based hiring approach.  We provide a competitive total rewards package including a discretionary bonus and a variety of benefits including health insurance coverage, life and disability insurance, retirement savings plans, company paid holidays and unlimited paid time off (PTO), mental health and wellness resources, pet insurance, childcare resources, identity theft insurance, fertility assistance programs, and fitness reimbursement.