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Compensation Benchmarking Jobs in Georgia (NOW HIRING)

Holder Construction

Compensation Manager

Atlanta, GA · On-site

Manage compensation systems, market surveys, and benchmarking studies; analyze market data to recommend updates to pay grades, salary ranges, and job classifications. * Maintain HR system job ...

Hunter Douglas

Equity & Compensation Analyst

Atlanta, GA · On-site

$78K - $106K/yr

Basic understanding of compensation principles, including benchmarking and job evaluation methodologies. * Familiarity with equity administration platforms (experience with J.P. Morgan platform is a ...

Hunter Douglas

Talent Acquisition Manager

Atlanta, GA · Hybrid

$97K - $115K/yr

Act as a trusted advisor to hiring managers on market trends, compensation benchmarking, and hiring best practices. * Provide regular updates and recruitment insights to business leaders.

Skanska USA

Senior Compensation Analyst

Atlanta, GA · On-site

$79K - $103K/yr

... benchmarking analyses, ensuring alignment with internal job architecture and external competitiveness. They will support the Director of Compensation in the development and maintenance of key ...

Workday

Compensation Business Partner

Atlanta, GA · On-site

About the Role As a Compensation professional on the Total Rewards team, you will act as the first ... You will be responsible for conducting annual and ad hoc benchmarking analysis to develop job ...

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Compensation Benchmarking information

What is the difference between Compensation Benchmarking vs Compensation Analyst?

AspectCompensation BenchmarkingCompensation Analyst
Primary FocusComparing industry salary data across roles and regionsAnalyzing internal compensation data and making recommendations
ResponsibilitiesGathering market data, identifying trends, setting pay structuresData analysis, report creation, policy development
Required SkillsResearch, data collection, industry knowledgeData analysis, Excel, HR systems

Compensation Benchmarking involves gathering and comparing salary data across industries to inform pay strategies, while Compensation Analysts focus on analyzing internal data to develop compensation policies. Both roles require strong analytical skills, but benchmarking emphasizes external market research, whereas analysts work primarily with internal data.

What are popular job titles related to Compensation Benchmarking jobs in Georgia? For Compensation Benchmarking jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Compensation Benchmarking jobs in Georgia look for? The top searched job categories for Compensation Benchmarking jobs in Georgia are:
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Compensation Benchmarking jobs near you

Compensation Manager

Holder Construction

Atlanta, GA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 5 days ago

Holder Construction rating

9.1

Company rating: 9.1 out of 10

Based on 17 frontline employees who took The Breakroom Quiz

Job description

ABOUT US
Holder Construction is a nationally recognized leader in the construction industry, consistently ranked among the top firms on ENR's Top 400 Contractors list. We are a performance-driven company that believes in rewarding excellence and investing in our people. Our structured career development program empowers associates to grow quickly into expanded roles and responsibilities based on merit. With operations throughout the United States, we offer a highly competitive compensation and benefits package, including:
  • Annual bonus program
  • Paid time off
  • Health, dental, vision, and life insurance
  • 401(k)-retirement plan
  • Night and swing shift differential pay for select roles

About the Role
We are looking for a Compensation Manager to join our Human Resources team in our regional office in Atlanta, GA. This is a full-time, in-person position.
Key Responsibilities
  • Administer compensation strategies, policies, and programs that support organizational goals and comply with federal, state, and local regulations.
  • Manage the annual merit and bonus planning cycles, including analysis, modeling, and implementation, partnering with HR leadership on final program decisions and executive recommendations.
  • Maintain company-wide job architecture and salary structures to ensure internal equity and external competitiveness.
  • Maintain company-wide job architecture and salary structures to ensure internal equity and external competitiveness.
  • Develop and maintain compensation guidelines, manager tools, and training materials covering offers, promotions, internal moves, ranges, and FAQs.
  • Manage compensation systems, market surveys, and benchmarking studies; analyze market data to recommend updates to pay grades, salary ranges, and job classifications.
  • Maintain HR system job/compensation tables and related data, partnering with HRIS/People Analytics on system enhancements and reporting automation.
  • Prepare dashboards, analytics, and reports, presenting insights and recommendations to HR, department heads, and executive leadership.
  • Own compensation data integrity (job codes, grades, ranges, eligibility rules) and coordinate audits and corrections.
  • Ensure compliance with compensation-related regulations, including FLSA, pay transparency laws, the Davis-Bacon Act, and state wage laws; recommend remediation plans as needed.
  • Maintain compensation documentation, processes, and governance policies, including exception tracking and audit readiness.
  • Monitor pay compression and internal equity risks.
  • Serve as a trusted advisor to HR Business Partners and leaders on compensation decisions, job evaluations, and offers.
  • Support workforce planning, project teams, new business areas, and large-scale hiring initiatives with compensation guidance.
  • Partner with Talent Acquisition on competitive offers, negotiation strategy, hiring ranges, and internal equity review for promotions and transfers.
  • Design and implement process and system enhancements, incorporating input from key stakeholders.
  • Establish and maintain compensation approval workflows and guardrails, such as ranges, exceptions, and documentation.

Qualifications
Required:
  • Bachelor's degree in human resources, business administration, finance, or a related field.
  • 5+ years of progressive compensation experience, including at least 2 years managing compensation programs.
  • Strong analytical skills with advanced proficiency in Excel and HRIS platforms.
  • Experience administering job evaluation, salary structures, and market pricing.
  • Working knowledge of FLSA, pay transparency laws, and general compensation compliance.

Preferred:
  • CCP (Certified Compensation Professional) certification, or progress toward it.
  • Experience supporting workforces across multiple states.
  • Construction industry experience.
  • Familiarity with prevailing wage and/or union environments.

#LI-ES1
Holder is committed to Equal Opportunity Employment (EOE).
Substance abuse testing and a background screening is a condition of employment and Holder Construction does not sponsor applicants for immigration status or benefits.

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