The Compensation & Benefit Manager is responsible for developing and executing a strategic total rewards program that supports organizational goals ensures market competitiveness and promotes employee equity and satisfaction. With 8 years of progressive HR experience this role leads the design implementation and management of salary structures incentive plans and benefits across all levels and business units. By leveraging data-driven insights market research and compliance expertise the manager ensures pay fairness regulatory adherence and alignment with business priorities. This position plays a key role in attracting and retaining top talent enhancing engagement and positioning the organization as an employer of choice in a competitive talent landscape.
Responsibilities:
Develop implement and manage compensation and benefits strategies aligned with business objectives and market trends.
Conduct regular market benchmarking and compensation surveys to maintain pay competitiveness across industries and regions.
Design and maintain salary structures pay grades and job evaluation frameworks to ensure internal equity.
Lead the annual compensation review process including budgeting approvals and execution of merit increases bonuses and incentive programs.
Oversee administration of employee benefits including health wellness retirement paid time off and supplemental programs.
Ensure compliance with federal state and local regulations (e.g. FLSA ACA COBRA ERISA).
Collaborate with HR Business Partners and leaders to support workforce planning succession planning and talent retention.
Analyze compensation data and deliver actionable insights through reports and dashboards for leadership.
Manage relationships with benefits vendors payroll providers and compensation software platforms.
Communicate compensation and benefits policies clearly through materials workshops and Q&A sessions.
Stay up to date on regulatory changes industry trends and best practices in total rewards.
Requirements
Requirements:
Bachelors degree in Human Resources Business Administration Finance or a related field; Masters degree preferred.
Professional certification in Compensation (e.g. CCP CPHR SHRM-CP) is highly desirable.
8 years of progressive experience in compensation benefits or total rewards within a corporate or large organization.
Demonstrated experience in compensation benchmarking pay equity analysis and salary structure redesign.
Strong analytical skills with proficiency in HRIS systems (e.g. Workday SAP SuccessFactors) and advanced Excel.
In-depth knowledge of labor laws compliance standards and benefits administration.
Excellent communication presentation and stakeholder management skills.
Experience managing compensation budgets and collaborating with finance and executive leadership.
High level of discretion in handling sensitive employee data and maintaining confidentiality.
Proven ability to lead change and drive adoption of new compensation and benefits initiatives.
Required Skills:
Requirements: Bachelors degree in Human Resources Business Administration Finance or a related field; Masters degree preferred. Professional certification in Compensation (e.g. CCP CPHR SHRM-CP) is highly desirable. 8 years of progressive experience in compensation benefits or total rewards within a corporate or large organization. Demonstrated experience in compensation benchmarking pay equity analysis and salary structure redesign. Strong analytical skills with proficiency in HRIS systems (e.g. Workday SAP SuccessFactors) and advanced -depth knowledge of labor laws compliance standards and benefits administration. Excellent communication presentation and stakeholder management skills. Experience managing compensation budgets and collaborating with finance and executive leadership. High level of discretion in handling sensitive employee data and maintaining confidentiality. Proven ability to lead change and drive adoption of new compensation and benefits initiatives.
Summary:The Compensation & Benefit Manager is responsible for developing and executing a strategic total rewards program that supports organizational goals ensures market competitiveness and promotes employee equity and satisfaction. With 8 years of progressive HR experience this role leads the desi...
Summary:
The Compensation & Benefit Manager is responsible for developing and executing a strategic total rewards program that supports organizational goals ensures market competitiveness and promotes employee equity and satisfaction. With 8 years of progressive HR experience this role leads the design implementation and management of salary structures incentive plans and benefits across all levels and business units. By leveraging data-driven insights market research and compliance expertise the manager ensures pay fairness regulatory adherence and alignment with business priorities. This position plays a key role in attracting and retaining top talent enhancing engagement and positioning the organization as an employer of choice in a competitive talent landscape.
Responsibilities:
Develop implement and manage compensation and benefits strategies aligned with business objectives and market trends.
Conduct regular market benchmarking and compensation surveys to maintain pay competitiveness across industries and regions.
Design and maintain salary structures pay grades and job evaluation frameworks to ensure internal equity.
Lead the annual compensation review process including budgeting approvals and execution of merit increases bonuses and incentive programs.
Oversee administration of employee benefits including health wellness retirement paid time off and supplemental programs.
Ensure compliance with federal state and local regulations (e.g. FLSA ACA COBRA ERISA).
Collaborate with HR Business Partners and leaders to support workforce planning succession planning and talent retention.
Analyze compensation data and deliver actionable insights through reports and dashboards for leadership.
Manage relationships with benefits vendors payroll providers and compensation software platforms.
Communicate compensation and benefits policies clearly through materials workshops and Q&A sessions.
Stay up to date on regulatory changes industry trends and best practices in total rewards.
Requirements
Requirements:
Bachelors degree in Human Resources Business Administration Finance or a related field; Masters degree preferred.
Professional certification in Compensation (e.g. CCP CPHR SHRM-CP) is highly desirable.
8 years of progressive experience in compensation benefits or total rewards within a corporate or large organization.
Demonstrated experience in compensation benchmarking pay equity analysis and salary structure redesign.
Strong analytical skills with proficiency in HRIS systems (e.g. Workday SAP SuccessFactors) and advanced Excel.
In-depth knowledge of labor laws compliance standards and benefits administration.
Excellent communication presentation and stakeholder management skills.
Experience managing compensation budgets and collaborating with finance and executive leadership.
High level of discretion in handling sensitive employee data and maintaining confidentiality.
Proven ability to lead change and drive adoption of new compensation and benefits initiatives.
Required Skills:
Requirements: Bachelors degree in Human Resources Business Administration Finance or a related field; Masters degree preferred. Professional certification in Compensation (e.g. CCP CPHR SHRM-CP) is highly desirable. 8 years of progressive experience in compensation benefits or total rewards within a corporate or large organization. Demonstrated experience in compensation benchmarking pay equity analysis and salary structure redesign. Strong analytical skills with proficiency in HRIS systems (e.g. Workday SAP SuccessFactors) and advanced -depth knowledge of labor laws compliance standards and benefits administration. Excellent communication presentation and stakeholder management skills. Experience managing compensation budgets and collaborating with finance and executive leadership. High level of discretion in handling sensitive employee data and maintaining confidentiality. Proven ability to lead change and drive adoption of new compensation and benefits initiatives.
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