About this Opportunity:
As Senior Manager, Compensation, you'll own Orion's core annual compensation deliverables, the merit cycle, market pricing, bonus payments, and sales compensation plans, and provide the leadership needed to drive each to successful, on-time completion. Sitting within the HR Business Partner organization and reporting to the VP, HR Business Partners, you'll be accountable for results while leading a team of two. You will be responsible to identify outcomes that simplify and modernize how compensation work gets done, and serve as a steady, informed voice for the Compensation function as part of the broader Business Partner team.
It is anticipated that an incumbent in this role will work as a Hybrid employee, with three (3) or more days each week required on-site at one of the listed office locations.
Candidates should be located within a commutable distance to an office. Internal candidates currently aligned to an Orion office location may be given preference; however, internal candidates with varying work arrangements may be considered based on experience and business needs. Work location is subject to change based on business needs.
Lead, coach, and develop a team of compensation partners.
Own the annual merit increase cycle end to end, directing the Compensation Partner's execution of the timeline and system readiness, and delivering clear calibration support, guidelines, and outcomes to HRBPs and leaders.
Own the annual bonus/incentive payment cycle, directing accurate calculations and timely payouts, and ensuring clean coordination with Payroll and Finance.
Own the annual market pricing and salary structure review, directing the Compensation Partner's use of Orion's established job evaluation and benchmarking methodology, and finalizing structure updates based on survey data.
Own the annual sales compensation plan process, directing the Sales Compensation Partner's work and partnering with Finance to finalize plan updates each Q3 and Q4 in alignment with sales leadership.
Direct the Compensation Partner's maintenance of job evaluations, salary ranges, and compensation structures, ensuring documentation stays current, accurate, and easy for HRBPs to apply consistently.
Partner with HRBPs and leaders on day-to-day compensation questions, including new hire offers, promotions, adjustments, retention actions, and off-cycle changes.
Build and maintain compensation dashboards and reporting for the Business Partner team and leadership; deliver ad hoc analysis on pay equity, budget impact, and trends.
Translate compensation data and recommendations into clear, audience-appropriate communications and materials for HRBPs, leaders, and team members.
Serve as the escalation point for sales compensation questions from sales leadership and plan participants, coordinating with Finance on data and calculation matters as needed.
Identify opportunities to streamline and simplify recurring compensation processes, including exploring automation and AI-enabled tools, to increase the speed and accuracy of the annual cycle.
Serve as a knowledgeable, steady voice on compensation matters for the Business Partner team as roles and structures are evaluated over the coming year.
Ensure compensation practices comply with applicable pay transparency, wage and hour, and other regulatory requirements.
Bachelor's degree in Human Resources, Business Administration, Accounting, Finance, or a related field.
Minimum of 4 years of experience in broad-based compensation programs (executive or board-level compensation experience not required).
Experience owning and leading recurring compensation deliverables (merit, market pricing, bonus, sales compensation) to completion, including directing the work of others.
Strong analytical and Excel skills, with the ability to build clear, audience-ready reports and presentations.
Excellent verbal and written communication skills; comfortable advising HRBPs and leaders directly and confidently.
Proven ability to deliver recurring, deadline-driven processes (merit, bonus, market pricing, sales compensation) accurately and on schedule.
Experience with HRIS/compensation systems; interest in or experience with automation or AI-enabled tools that improve HR process efficiency is a plus.
Experience administering or overseeing sales incentive or commission plans, including calculations and plan documentation.
Experience partnering cross-functionally with Finance or similar teams on compensation-adjacent data and reporting.
CCP certification a plus, not required.
Ability to work effectively and communicate steadily through periods of organizational change.
Owns and manages relationships with stakeholders directly and work effectively with people at all levels in an organization
#LI-AP1
#LI-Onsite
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Recommended Skills:
Change Management, Compensation Strategies, Compensation Structures, Conflict Resolution, Cross-Functional Collaboration, Decision Making, Executive Compensation, Financial Management, Human Resources (HR), Performance Optimizations, Risk Management, Salary Structure Design, Strategic Thinking, Technical IntegrationSalary Range:
$108,245.00 - $169,933.00The pay listed in this posting indicates the estimated pay at the time of this posting; however, may vary depending on geographic location, job-related knowledge, skills, and experience. In addition, Orion offers a competitive benefits package which includes health, dental, vision, and disability coverage on day one, 401(k) plan with employer match, paid parental leave, pet benefits including pawternity leave and pet insurance, student loan repayment and more.
About Us
At Orion, we achieve our best work when we support one another, staying personally accountable to each other and the clients we serve. We create a welcoming environment where everyone is respected, valued, and heard. Our commitment to create raving fans ensures we consistently exceed client expectations. Thinking differently is in our DNA—we innovate always, push boundaries, and reject the status quo to deliver transformative outcomes. Together, we support one another and see it through to success, driving our collective achievements and those of our clients.
Skills Required
- Bachelor’s degree in Human Resources, Business Administration, Accounting, Finance, or a related field
- At least 4 years of experience in broad-based compensation programs
- Experience owning and leading recurring compensation deliverables, including merit, market pricing, bonus, and sales compensation
- Experience directing the work of others
- Strong analytical and Excel skills
- Ability to build clear, audience-ready reports and presentations
- Excellent verbal and written communication skills
- Experience advising HR business partners and organizational leaders
- Ability to deliver deadline-driven compensation processes accurately and on schedule
- Experience with HRIS or compensation systems
- Experience administering or overseeing sales incentive or commission plans, including calculations and documentation
- Experience partnering cross-functionally with Finance or similar teams on compensation data and reporting
- Ability to work effectively and communicate steadily during organizational change
- Ability to manage stakeholder relationships and work effectively with people at all organizational levels
- Interest in or experience with automation or AI-enabled tools that improve HR process efficiency
- CCP certification
Orion Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Orion and has not been reviewed or approved by Orion.
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Leave & Time Off Breadth — Feedback suggests paid parental leave, “pawternity” leave, and a paid sabbatical every seven years create generous time‑off options. The sabbatical is described as extended time away with additional spending money.
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Healthcare Strength — Health benefits are said to start on the first day of employment, with wellness support including an on‑site gym at the Omaha headquarters. This indicates dependable access to core coverage from day one.
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Retirement Support — A 401(k) plan with a 50% company match on contributions up to 6% and access to financial planning technology are highlighted. These features provide tangible support for long‑term financial security.
Orion Insights
What We Do
Orion is a wealthtech powerhouse delivering an integrated suite of fully connected, disruptive technology and investment solutions on an open architecture platform. Our tech-enabled fiduciary process empowers financial advisors to seamlessly attract new clients, connect planning goals to investment strategies, and help achieve each investor’s unique definition of financial success. Orion is committed to understanding the needs of growth-minded advisors which directs our M&A and product development strategies. We’ve made it our goal to seamlessly connect each stage of the advisor-client relationship with solutions that are fully connected yet provide the flexibility and choice to be adopted in its entirety or as stand-alone components that complement existing capabilities. Combined, our brand entities, Orion Advisor Tech, Orion Portfolio Solutions, Brinker Capital Investments, Redtail Technology, and TownSquare Capital, create a complete offering that empowers firms to broaden their offering, increase efficiency, and spur growth. Supporting over 5 million technology accounts and thousands of independent advisory firms, Orion is the platform of choice for all growth-focused advisory firms looking to strengthen their client relationships, gain a competitive edge in a crowded marketplace, and build strong, profitable businesses • • • Orion is committed to having a diverse and inclusive workforce. Individuals seeking employment at Orion are considered without regards to age, color, disability status, ethnicity, genetic information, national origin, race, religion, gender, sexual orientation, gender identification, veteran status or any other factor protected by law. Our Social Media Disclosure: https://bit.ly/3oTnWu7
