Senior Manager, Compensation Programs

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The Senior Manager, Compensation Programs leads the strategic design, implementation, and administration of compensation programs across the organization. This role develops a global job architecture framework, career progression models, and market-aligned pay structures that support business objectives and talent strategies. The role collaborates cross-functionally with HR, Finance, and executive leadership to ensure compensation practices are competitive, equitable, and legally compliant.

• Lead the development and implementation of a comprehensive job architecture and career framework, including job families, leveling, and career pathing.
• Manage and evolve the company’s base and incentive pay programs, ensuring alignment with market trends and business priorities.
• Conduct market analysis using industry surveys and benchmarking data to establish and maintain competitive pay ranges.
• Oversee job evaluation processes to ensure internal equity and alignment to the career framework.
• Serve as a compensation subject matter expert, advising on policy development and job structuring across diverse business units.
• Collaborate with HR, Finance, and other stakeholders to support compensation planning, budget alignment, and organizational design.
• Ensure compliance with compensation-related laws and regulations in all relevant jurisdictions.
• Drive cross-functional initiatives to improve compensation practices and tools, leveraging systems such as Workday and Payfactors.
• Manage compensation-related projects, including global leveling implementations and change management initiatives.
• Mentor junior team members and influence stakeholders at all levels.

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field. Master’s degree preferred.
• CCP (Certified Compensation Professional) preferred.
• 8 years of compensation experience with a strong focus on job architecture and compensation design management, along with experience in a corporate compensation function, preferably in a regulated or complex environment.
• Demonstrated success leading enterprise-wide leveling or job architecture initiatives.
• Proficiency in HRIS systems (e.g., Workday) and compensation platforms (e.g., Payfactors).
• Strong Excel and data analysis skills.
• Excellent communication and presentation abilities.
• Ability to influence and collaborate across business functions and leadership levels.
• Strong project management capabilities and organizational skills.

• Ability to work under stress and meet deadlines
• Ability to lift/move/carry approximately 20 pounds if required to perform the essential job functions.  If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an “undue hardship” then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.

Equal Opportunity/Affirmative Action Employers.  All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.