Compensation & HRIS Manager

Jobvite, Inc.; West Chester (Chester County); On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

Comprehensive benefits

401(k) with company contributions

Paid time off

Professional development opportunities

Job summary

Weston Solutions, Inc. seeks a Compensation & HRIS Manager to lead compensation programs and HR technology. Design salary structures, advise leaders, ensure equity, and drive pay decisions aligned with business goals.

You will own the HRIS roadmap, oversee implementations, govern data, and provide actionable insights via dashboards and reports. Experience with Workday and data analytics is preferred.

Qualifications

• Bachelors in HR, business, finance, information systems, or equivalent.
• 8–10 years in compensation, HRIS, analytics, or related HR fields.
• Strong knowledge of compensation, market pricing, and wage laws.
• Experience administering short-term incentive plans; long-term plans preferred.
• HRIS administration, reporting, data governance, and vendor management.
• Workday experience preferred.
• Proficient in SQL, reporting, and data analysis.
• Excellent communication and project management skills.
• Broad understanding of HR and payroll processes and data dependencies.

Responsibilities

• Design and administer Weston’s compensation programs and structures.
• Lead HRIS roadmap, implementations, and data governance.
• Provide dashboards, reports, and analytics to support decision-making.
• Partner with leaders to align rewards with performance and business goals.
• Ensure compliance with wage-and-hour laws and vendor management.
• Mentor team members and drive process improvements.

Skills

Compensation strategy

HRIS leadership

Data governance

Leadership

Project management

SQL reporting

Communication skills

Education

Bachelor's degree in HR/Business/Finance/IS

Tools

Workday

SQL

SharePoint

Excel

Job description

.

At Weston Solutions, Inc. you will do meaningful work and make valuable contributions. Employee-ownership at Weston is a path to professional growth and access to diverse opportunities in a highly connected community that works together across key service areas to make a difference in the environment. Weston continues to evolve and adapt to our changing world as a premier provider of environmental and infrastructure services for over sixty years. In both the public and private sectors our teams help identify, solve, mitigate, and manage critical environmental issues to help clients achieve a more sustainable future.

Weston is seeking a hands-on Compensation & HRIS Manager to lead our compensation strategy and HR technology operations to deliver competitive, equitable, compliant, and data-informed people programs. This role serves as a trusted advisor to leaders, oversees compensation planning and job architecture, and ensures HR systems, data, integrations, and reporting effectively support the organization’s current and future needs.

Location: West Chester, PA

Key Responsibilities:

Compensation Strategy & Administration

• Lead the design, administration, and continuous improvement of Weston’s compensation programs, including base pay, short-term and long-term incentive compensation, salary structures, and annual compensation planning.
• Analyze market data, internal equity, and business needs to recommend salary ranges, merit budgets, and annual pay guidance.
• Partner with leaders to establish meaningful goals, align rewards with performance and business outcomes, and ensure payments are administered accurately and in accordance with plan terms.
• Design compensation actions - to ensure consistency, equity, affordability, and compliance.
• Advise and train managers on compensation principles, pay decisions, job classification, and effective reward practices.
• Monitor compliance with applicable federal and state wage-and-hour requirements, including the Fair Labor Standards Act, Service Contract Act, Davis-Bacon Act, and relevant reporting obligations.

HRIS Leadership & Data Management

• Own the HRIS roadmap and partner with HR, IT, Payroll, Finance, and business leaders to ensure systems support current priorities and future growth.
• Lead system implementations, upgrades, releases, testing, change management, and adoption, developing project plans and coordinating effectively with users and vendors.
• Provide oversight of HRIS administration, ensuring effective governance of security roles, organizational structures, workflows, compensation elements, and other configurations.
• Ensure reliable integrations between HR systems and external vendors.
• Establish strong data governance practices and ensure timely responses to workforce data requests with accurate reporting, analysis, and actionable insight.
• Oversee the development and maintenance of dashboards, reports, procedures, system documentation, and user resources, ensuring they improve data quality, transparency, and self-service.
• Provide guidance and training to system users, translating technical concepts into practical business solutions.
• Manage HR portal and team-site content and stay current on HR technology trends, capabilities, risks, and vendor offerings.

Leadership & Business Partnership

• Balance strategic priorities with hands‑on execution, managing multiple initiatives and time‑sensitive deliverables with strong judgment and attention to detail.
• Supervise, coach, and develop one direct report by setting clear expectations, providing ongoing feedback, and supporting professional growth. Lead/influence all members of the Human Resources and Payroll teams in the areas of Compensation and HRIS.
• Delegate work effectively, monitor priorities and results, and foster a collaborative, accountable, and inclusive team environment.
• Identify process improvements and use technology, analytics, and market insight to strengthen the employee experience and operational effectiveness.

Qualifications:

• Bachelor's degree in Human Resources, Business, Finance, Information Systems, or a related field - an equivalent combination of education and experience.
• Eight to ten years of progressive experience in compensation, HRIS, HR analytics, or related HR disciplines, including experience leading complex programs or projects.
• Strong knowledge of compensation principles, market pricing, job evaluation, salary structures, incentive administration, and U.S. wage-and-hour requirements.
• Experience administering Short‑term incentive plans required. Long‑term Incentive Plan experience preferred.
• Working knowledge of the Service Contract Act, Davis‑Bacon Act, and DCAA‑related requirements preferred.
• Demonstrated HRIS administration, implementation, testing, integration, reporting, data governance, and vendor‑management experience.
• Workday experience preferred.
• Strong analytical capability, with proficiency in reporting tools, relational databases, and SQL; advanced proficiency with Microsoft Office and experience with SharePoint.
• Excellent written, verbal, consulting, and presentation skills, with the ability to explain technical and compensation concepts to audiences at all levels.
• Strong project management, customer service, problem‑solving, and prioritization skills.
• Broad understanding of HR and payroll processes and their system and data dependencies.

This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications. Additional responsibilities may be assigned, and Weston reserves the right to modify this job description based on business needs.

We fully invest in our people: Weston provides a generous,comprehensive benefits package program that offers employees high value options with solid financial protection, meeting the personal needs of its people and their families.

• Medical, Dental, Vision, 401K with base and matching employer stock contributions.
• Paid time off including personal, holiday, and parental leave.
• Life and disability plans.
• Critical illness and accident plans.
• Work/Life flexibility.
• Professional development opportunities.

Compensation will vary based upon experience, education, skill level, and other compensable factors.