Manager, Compensation

The Compensation Manager plays a pivotal role in designing, implementing, and managing compensation programs that align with business objectives and HR strategies. This position provides broad-based compensation support, partnering closely with stakeholders to ensure programs meet organizational goals and maintain competitive practices. Responsibilities include supporting key compensation projects and enterprise-wide initiatives, analyzing and reporting on the effectiveness of incentive programs, and ensuring compliance with company policies and government regulations. In addition to leading and developing others this role will focus on leveraging data and expertise to drive impactful compensation strategies and practices.

Leadership Responsibilities:

This position manages all associates of the compensation department and is responsible for the performance management and hiring of the associates within the department.

Primary Accountabilities:

• Leadership (65%)

  • Manage, guide and develop direct reports; responsible for all personnel related functions

  • Lead and participate in the design, communication and administration of compensation programs, including base pay and variable compensation, merit and bonus planning, and other compensation initiatives.

  • Manages position documentation, databases and tables related to job codes and job families

  • Provides expertise and leads efforts to help ensure Inmar’s compensation programs are aligned with the company’s performance-based compensation philosophy

  • Support creation of compensation plan documents and communications

  • Interpret plan documents to respond to associates inquiries on pay decisions and policies

  • Maintain salary structure to ensure company wages remain competitive against market

  • Work independently and collaboratively to deliver on initiatives like job leveling, career pathing, rewards and recognition, communication, and compensation education.

  • Provide compensation education and consulting to HR Business Partners, Talent Acquisition, and business leaders.

  • Offer accurate, relevant, and timely information to HR colleagues with the highest standards of customer service.

  • Manage the annual year-end compensation review process, collaborating with Finance, Talent Management, and HR Technology & Analytics teams.

  • Stays apprised of federal, state, and local compensation laws and regulations to ensure company compliance and adherence to all minimum wage, bonus payment, and compensation laws

  • Evaluate ways to streamline and automate the process using workday and other tools.

• Analytical (30%)

  • Collaborates with Human Resources Leadership on program design, analysis, and implementation of new bonus programs

  • Prepares statistical analysis, data modeling and costing of base and variable compensation to ensure the total expense of compensation aligns with corporate costing structure

  • Conducts and participates in appropriate salary surveys, interpreting data and performing analysis. Create models that evaluate the impact of salary changes to the company.

  • Uses financial acumen including performing financial and ad hoc analyses using advanced Excel functionality and provides recommendations based on results to senior management for strategic decision-making for base and variable compensation

  • Develop formulas and data to help solve problems in compensation, benefits, and wellness programs that affect retention and recruiting

• Technical (5%)

• Administers compensation plans in Workday; supports testing and data validation for compensation business processes; serves as a go to subject matter expert in Workday compensation modules

Required Qualification: 

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field preferred. A combination of skills, education, and relevant experience will be considered.

• 8+ years Proven experience in compensation program management, incentive plan administration, and market analysis.

• Certified Compensation Professional CCPis a significant plus

• SHRM Certified Professional is a significant plus

• Experience with HR technology platforms, preferably Workday, for compensation-related processes.

Skills and Competencies:

• Analytical: Strong analytical and presentation skills, with the ability to analyze and interpret compensation data, draw insights and conclusions, make recommendations, and effectively communicate complex compensation information and to HR colleagues and senior leaders

• Technical: Strong proficiency with Microsoft Office Suite (Excel, Word, PowerPoint), especially in working with spreadsheets and building formulas & pivot tables

• Demonstrated experience in job evaluation, job architecture, market pricing, benchmarking, salary structure design and development, pay for performance, short- and long-term incentive compensation

• Teamwork: Builds relationships and works cooperatively with others, inside and outside the organization, to accomplish objectives to build and maintain mutually beneficial partnerships, leverage information and achieve results.

• Communication: Strong presentation skills, as well as strong written and verbal communication skills

• Leadership: Strong leadership and project management skills to support complex global projects from launch through completion

• ProblemSolving: Gathers and analyzes information to generate and evaluate potential solutions to problems, issues and challenges while weighing the accuracy and relevance of the facts, data and information.

• Ability to demonstrate confidence and credibility and to take on new challenges

• Excellent critical thinking and problem-solving skills, with the ability to develop creative solutions to complex compensation issues

• Establish Focus: The ability to develop and communicate goals in support of the business' mission.

• Integrity: Gains the trust of others by taking responsibility for your own actions and telling the truth.

• Forward Thinking: The ability to anticipate the implications and consequences of situations and take appropriate action to be prepared for possible contingencies.

Physical Demands

The physical demands described here are representative of those that must be met by an associate to successfully perform the major job responsibilities (essential functions) of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the major job responsibilities. This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job.

• Use Hands to Handle Objects - Regularly

• Reach with Hands or Arms - Regularly

• Talk or Hear and Read Instructions - Regularly

• Stand, Kneel, or Stoop and Lift 20 Pounds - Occasionally

• View Items at a Close Range - Regularly

Rarely: Job requires this activity up to 25% of the time

Occasionally: Job requires this activity between 25% - 50% of the time

Frequently: Job requires this activity between 50% - 75% of the time

Constantly: Job requires this activity more than 75% of the time

Individual Competencies

• Teamwork: Advanced communication skills used to lead a team.

• Communication: Contributes to strategy for their team.

• Problem Solving: Completes routine and repetitive tasks where tasks are straightforward.

• Establish Focus: Communicates at a high level and is able to negotiate on a broad spectrum of matters.

• Integrity: Able to communicate well in straight-forward situations.

• Analytical and Critical Thinking: Communicates using persuasion and authority.

As an Inmar Associate, you:

• Put clients first and consistently display a positive attitude and behaviors that demonstrate an awareness and willingness to listen and respond to clients in order to meet their short-term and long-term needs, requirements and exceed their expectations.

• Treat clients and teammates with courtesy, consideration and tact; you also have the ability to perceive the needs of internal and external clients and communicate effectively with the objective of delighting and retaining the client.

• Build collaborative relationships and work cooperatively with others, inside and outside the organization, to accomplish objectives, develop and maintain mutually beneficial partnerships, leverage information and achieve results.

• Set and attain achievable, yet aggressive, goals with a sense of urgency and accountability.

• Understand that results are important and focus on turning mission into action to achieve results following the principles of Flawless Execution while consistently complying with quality, service and productivity standards to meet deadlines and exceed expectations by giving our clients the best possible outcome.

• Support a safe work environment by following safety rules and regulations and reporting all safety hazards.

We are an Equal Opportunity Employer, including disability/vets.