**Description** The Compensation Program Manager is responsible for overseeing and managing the compensation programs within an organization. This role involves developing, implementing, and maintaining compensation policies and practices that align with the company's strategic goals and ensure competitive and fair compensation for all employees. **Key Responsibilities** **Compensation Strategy Development** + Develop and implement compensation strategies that align with organizational objectives and industry standards. + Conduct market analysis to assess competitive positioning of compensation packages. + Collaborate with senior management to ensure compensation structures support business goals. **Annual Pay Administration** + Responsible for leading the annual merit process for both the Home Office and the Field. Will oversee and operationalize the process to ensure alignment between pay and performance. + Responsible for leading the annual bonus processes for the field and home office. Will collaborate with IT, Finance, Payroll, and the Field to deliver a seamless, timely and accurate process. + Responsible for leading all Home Office Recognition Programs in conjunction with HR and Marketing. **HR Business Partnership** + Build and develop key relationships with all Field and Home Office Business Partners to ensure delivery of all compensation related programs and processes. + Work with Field Leaders on developing compensation related programs and solutions to fit the needs of the business. + Collaborate with Union leadership on annual salary increases and market adjustments to support a fair bargaining process. **Program Management** + Oversee the administration of compensation programs, including salary structures, bonus plans, and incentive programs. + Ensure compliance with federal, state, and local compensation laws and regulations. + Collaborate with Talent Management to manage and administer the annual compensation review process, including performance evaluations and salary adjustments. + Manage the relocation program and develop mobility policies and solutions with our third-party vendor. + Collaborate with Talent Management on the development of job levels to support the development and sustainability of succession plans and other career-based tools. **Data Analysis and Reporting** + Analyze compensation data to identify trends and make recommendations for adjustments. + Serve as lead for survey management process. Responsible for managing the Compensation Planning Tool and vendor relationship. + Prepare and present reports on compensation metrics to senior leadership. + Maintain accurate records of compensation decisions and related documentation. **Employee Communication and Education** + Develop communication materials to educate employees on compensation programs and policies. + Conduct training sessions for managers and employees on compensation-related topics. + Serve as a point of contact for employee inquiries regarding compensation. **Vendor Management** + Manage relationships with external vendors and consultants related to compensation programs. + Monitor vendor performance and ensure adherence to contractual terms. **Qualifications** **Education and Experience** + Bachelor’s degree in human resource management, Business Administration, Finance or related field; Master’s degree and/or CCP preferred. + Minimum of 5+ years of progressive experience in compensation management or related HR field. + Experience with compensation analysis and salary survey methodologies. + Experience with HRMS implementation + Experience working in a large fast-paced organization + Experience with supporting an organization with large and diverse field operations **Skills and Competencies** + Strong analytical and quantitative skills. + Excellent communication and presentation abilities. + Proficiency with Compensation Pricing Tools (i.e. MarketPay, Salary.com, Payfactors) + Proficiency in HRIS and compensation management software. + Ability to handle sensitive and confidential information with discretion. + Strong organizational and project management skills. **Core Competencies** **Analytical Thinking** + Ability to analyze complex data and make data-driven decisions. + Proficiency in interpreting market data to inform compensation strategies. **Strategic Planning** + Develop short-term compensation plans that align with company goals. + Adapt to changing business needs and market conditions. **Communication** + Effectively communicate compensation programs and policies to employees and management. + Prepare clear and concise reports for senior leadership. **Attention to Detail** + Ensure accuracy in compensation calculations and documentation. + Maintain thorough and up-to-date records of compensation decisions. **Leadership** + Lead and mentor a team of compensation specialists. + Foster a collaborative and inclusive work environment. **Work Environment** The Compensation Program Manager typically works in an office environment but may occasionally travel for meetings or conferences. This role requires the ability to work under pressure and meet deadlines while maintaining a high level of accuracy and attention to detail. **Benefits** We offer a competitive benefits package that provides a foundation of support for the health, safety, and security of you and your family. We are proud to extend a broad selection of benefits to meet your needs—and medical, dental, and vision benefits start on the first day of employment. **Individuals with a disability who desire a reasonable accommodation can contact the ADA Coordinator by calling 1-833-222-3066. We partner with the Department of Homeland Security/U.S. Customs and Immigration Service to e-Verify all newly hired employees.** **An Equal Opportunity Employer.** **Please note:** + _All job offers are subject to pre-employment drug screening and a background check._ + _Unless otherwise noted, we do not sponsor employees for work authorization in the U.S. for this position._ **Notice to Agencies:** We only accept resumes from recruiters, employment agencies, or staffing services if a Service Agreement has been signed and we have requested recruitment/staffing services for the specific position. Any unsolicited resumes will become the property of the company, and no fees or compensation will be paid to the recruiter, employment agency, or staffing service.