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The Manager, Compensation is responsible for designing, administering, and continuously improving the organization’s compensation programs to support employee attraction, engagement, retention, and organizational effectiveness. Reporting to the Senior Director, Total Rewards & Wellness, this role ensures compensation practices are competitive, equitable, compliant, financially responsible, and aligned with the organization’s broader Total Rewards strategy.

The Manager oversees salary structures, job architecture, market analysis, pay equity, annual compensation planning, compensation systems, and governance. This role provides strategic and operational guidance on new hire offers, promotions, internal mobility, market adjustments, incentives, and other compensation decisions.

Essential Responsibilities

Compensation Strategy & Program Management

• Design, administer, and maintain competitive, equitable, and sustainable compensation programs, including base pay, merit, incentives, differentials, premium pay, and recognition-related compensation.
• Partner with the Senior Director, Total Rewards & Wellness to align compensation strategy with workforce needs, financial priorities, benefits, talent acquisition, performance management, and employee experience.
• Evaluate compensation policies, practices, and programs and recommend scalable improvements that support consistent decision-making and talent attraction and retention.
• Monitor market and regulatory trends and recommend updates to compensation programs and practices.

Salary Structures, Job Architecture & Market Analysis

• Develop and maintain salary ranges, grades, job families, levels, career structures, and progression frameworks.
• Evaluate new and existing roles for appropriate scope, level, salary range, job code, and FLSA classification.
• Conduct salary surveys and market studies and analyze compensation data by role, geography, industry, and labor market.
• Assess the organization’s competitive market position and recommend adjustments for hard-to-fill, high-turnover, or specialized roles.
• Identify and resolve inconsistencies in job titles, responsibilities, levels, and compensation.
• Maintain accurate job descriptions, job evaluation records, and compensation documentation.

Compensation Advisory & Decision Support

• Develop salary recommendations for new hires, promotions, transfers, reclassifications, and other internal movements.
• Partner with Talent Acquisition on offer strategy and candidate compensation decisions.
• Advise PX Partners and managers on pay decisions, market adjustments, salary justifications, retention considerations, and compensation exceptions.
• Present structured options, risks, and tradeoffs to support leadership decision-making.

Annual Compensation Planning

• Support the annual compensation review and planning process, including salary range updates, merit planning, promotions, and market adjustments.
• Coordinate planning timelines, tools, manager guidance, communications, approvals, and quality assurance.
• Partner with Finance on compensation budgets, salary forecasting, workforce planning, and cost modeling.
• Prepare executive reports and presentations summarizing compensation outcomes, costs, trends, and risks.

Pay Equity & Compensation Governance

• Conduct internal equity and pay equity analyses and recommend corrective action where needed.
• Establish and maintain governance standards for offers, promotions, salary adjustments, differentials, incentives, and exceptions.
• Monitor compensation decisions for consistency, internal equity, and alignment with established practices.
• Partner with Legal and People Experience leadership on compensation-related compliance and risk matters.
• Maintain appropriate documentation and approval records for compensation decisions.

Compensation Systems, Reporting & Analytics

• Serve as the functional subject matter expert for compensation-related HRIS functions, workflows, job codes, grades, ranges, and FLSA data.
• Partner with the Manager, HRIS & Data Analytics to maintain system accuracy, data integrity, and effective reporting.
• Coordinate system testing, troubleshoot data and interface issues, and identify opportunities to automate and streamline processes.
• Develop dashboards and reports on salary distribution, range penetration, compa-ratios, pay compression, internal equity, market position, and compensation costs.
• Analyze compensation trends, workforce demographics, turnover, recruitment outcomes, and budget impact to support organizational decision-making.

Communication, Training & Vendor Management

• Develop manager resources, toolkits, and training related to compensation decisions and pay practices.
• Lead communications related to salary structures, annual compensation processes, and compensation program changes.
• Participate in vendor selection, contract negotiation, and performance management for compensation surveys, consultants, and technology providers.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Data Analytics, or a related field required.

Experience

• Five+ years of progressively responsible compensation or Total Rewards experience.
• Demonstrated experience designing and administering enterprise compensation programs.
• Advanced proficiency in Excel and Microsoft Office
• Experience developing salary structures, conducting market analysis, evaluating jobs, and supporting annual compensation cycles.
• Experience with HRIS compensation modules, reporting, analytics, and system administration.
• Experience advising leaders on complex compensation decisions.

Experience in a complex, multi-site, nonprofit, human services, healthcare, education, or similarly mission-driven organization preferred.

This position is on a hybrid schedule with the flexibility to work remotely 3 days per week, subject to change.