Compensation Manager

Graybar; Chesterfield (MO); On-site; USD 106,000 - 125,000; Full time

Benefits offered by this job

Employee stock plan

Paid vacation

Disability benefits

Profit sharing

401(k) match

Job summary

Graybar is seeking a Compensation Manager to own the design, governance, and administration of compensation policies, plans, and procedures, ensuring decisions reflect the company philosophy, market competitiveness, internal equity, and compliance.

In this role you will manage plan practices, oversee program design and implementation, perform analyses, support the Compensation Committee, and audit data integrity.

Qualifications

• 8+ years of progressive HR or compensation experience
• Degree in HR, Business, Finance, or related field
• CCP certification preferred
• Experience supporting Compensation Committee materials preferred
• Experience developing compensation models and pay governance frameworks
• Knowledge of compensation regulations and government compliance
• Strong Excel and data interpretation skills
• Excellent communication and leadership abilities

Responsibilities

• Design, govern, and administer compensation policies and programs
• Oversee analysis, market data, and pay structure alignment
• Prepare Compensation Committee materials with design and market context
• Audit compensation policies and data integrity
• Develop manager tools and training on pay practices

Skills

Compensation theory

Plan design

Market analysis

Job evaluation

Compensation administration

Excel proficiency

Leadership

Communication

Education

Bachelors degree in HR/Business/Finance

Tools

HR systems

Microsoft Office

Excel

Job description

Become part of the excitement.

As the Compensation Manager, you will own the design, governance, and administration of the compensation policies, plans, and procedures, ensuring compensation decisions consistently reflect the Company's philosophy, support business goals, and maintain market competitiveness, internal equity, and compliance.

In This Role You Will

• Manage compensation plan practices, policies, processes, and system data to support accuracy, integrity, consistency, and compliance.
• Oversee the design, implementation, administration, and evaluation of compensation programs and recommend changes to ensure alignment with Company objectives and compensation philosophy.
• Develop and lead compensation analyses, workforce models, and recommendations that support compensation strategy, program design, business objectives, and Compensation Committee decision-making.
• Serve as the organization's primary compensation expert, overseeing compensation structures, incentives, commissions, job evaluation, and pay practices while ensuring consistent application of the Company's compensation philosophy, internal equity, market competitiveness, and compliance requirements.
• Prepare materials for Compensation Committee of the Board of Directors, including summaries of current program design, market positioning, business considerations, and proposed changes.
• Review and analyze merit increase proposals, promotional increases, market adjustments, and related recommendations to ensure consistency with market data, budget parameters, and the Company's compensation philosophy.
• Review executive compensation data and partner with Legal to finalize reporting for the Compensation Discussion and Analysis section of the annual Information Statement.
• Establish and maintain routine audits of compensation policies, practices, plan eligibility, and system data, and provide relevant summaries, metrics, and recommendations to management.
• Oversee the development of manager tools, training resources, educational materials, and process documentation related to pay practices, salary ranges, job descriptions, incentive plans, and management responsibilities.
• Oversee participation in, submission of, and analysis of salary surveys and recommend updates to compensation policies, structures, and practices as appropriate.

What You Bring To The Table

• Minimum of 8 years of progressive Human Resources or compensation experience, including a solid understanding of compensation theory, plan design, market analysis, job evaluation, and compensation administration
• Four-year degree in Human Resources, Business, Finance, or a related field
• Certified Compensation Professional (CCP) preferred
• Experience supporting Compensation Committee or Board-level materials preferred
• Experience developing compensation models, salary structures, incentive plans, and pay governance frameworks preferred
• Knowledge of compensation-related government compliance and regulations
• Knowledge of compensation plan structure and design principles
• Knowledge of quantitative analysis, financial modeling, and data interpretation techniques
• Knowledge of HR systems, compensation systems, and Microsoft Office applications, with strong proficiency in Excel
• Leadership and supervisory skills
• Excellent oral and written communication skills
• Collaboration, influencing, advisory, and stakeholder management skills
• Mathematical, statistical, and compensation modeling skills
• Analytical, problem-solving, and decision-support skills
• Strong organizational, prioritization, and project management skills
• Ability to work independently in a fast-paced environment and handle multiple, competing priorities
• Ability to work cooperatively with others

Compensation Details

The expected starting rate of pay for this position is $105,978 annually, depending on experience. This position is also incentive eligible, based on specific and relevant business metrics.

Working Conditions

Office environment.

This job description is intended to describe the general nature and level of work performed by individuals occupying this position of employment. It is not intended to be construed as an exhaustive list of all duties, responsibilities, and skill required of all individuals assigned to this job title. Management reserves the right to modify all or part of this job description at its discretion in order to meet location requirements, staffing levels, and/or any other needs of the business. All of the essential functions of the job, as defined by the Americans with Disabilities Act and/or equivalent state law, may not have been described. All requests for reasonable accommodation(s) will be reviewed and evaluated on a case-by-case basis.

The Value Of Graybar

At Graybar, we are known for our comprehensive benefits and our employee stock ownership plan! Most regular, full-time employees at Graybar may be eligible for a variety of benefits like:

• Multiple plan options for Medical, Dental, Vision, and Prescription Drug benefits.
• Life Insurance coverage for you and options for your family.
• Save on expenses with Flexible Spending Accounts.
• Enjoy our Disability Benefits at no cost to you.
• Share in our success with Profit Sharing Plans.
• 401(k) Savings Plan with company match to help secure your future.
• Paid Vacation & Sick Days to spend time away from work or in case of an illness.
• Rest and recharge during our Paid Holidays throughout the year.
• Take advantage of our Paid Wellness Day to focus on preventive care and prioritize your health.
• Volunteer with Community Time Off to give back to the community.
• Predictable Work Schedules to plan your life: no weekends or nights for most roles.
• Celebrate your and others' achievements with our Employee Recognition Program.
• Reach your career goals with our Educational Reimbursement and Career Development Programs.
• And More Perks that support your well-being and career growth.

Benefit eligibility may vary across locations and roles, so be sure to check in with your recruiter for more information.

Why should you join Graybar?

At Graybar, our employees are the heart and soul of our company. We believe that employees with diverse perspectives bring the ideas and innovative thinking we need to solve our biggest challenges and compete in an ever-changing world. Consistent with our values, we welcome people from all backgrounds, cultures and experiences into our company because we believe it’s the right thing to do and the right way to run our business.

We want each of our employees to know that they matter and to feel a sense of belonging, ownership and inclusion at Graybar. We believe that everyone should be treated with dignity and respect, and we work to build a collaborative environment where our employees have the opportunity to grow, learn and make a difference, both as individuals and as part of the team.

That’s what our employee ownership culture is all about: working as one team and moving forward together, while honoring the unique value each person brings to our company.

Equal Opportunity Employer/Vet/Disabled