Compensation Manager

Lakeview Loan Servicing; Coral Gables (FL); Remote; USD 125,000 - 135,000; Full time

Job summary

A leading company in loan servicing is seeking a Compensation Manager to design and manage compensation programs that align with strategic goals. This role involves leading compensation analysis, ensuring competitive practices in a fully remote environment, and collaborating across departments to develop effective compensation strategies.

Benefits

Comprehensive medical benefits starting on day one

Company-matched 401(k) plan

Competitive annual bonus

Qualifications

• 5+ years of progressive experience in Compensation or HR.
• Strong knowledge of compensation theory and best practices.
• Experience with compensation benchmarking tools such as Mercer.

Responsibilities

• Lead design and administration of compensation programs.
• Conduct job evaluations and market pricing.
• Supervise the Compensation Specialist.

Skills

Analytical skills

Project management

Data analytics

Leadership

Education

Bachelor’s degree in Human Resources, Business, or related field

Tools

Excel

HRIS systems

Job description

Overview

The Compensation Manager designs, maintains, and manages compensation programs while engaging cross-functionally with HR, business leaders, and Finance. They ensure our clients’ compensation practices remain competitive and aligned with their strategic business goals. The Manager plays a pivotal role in shaping our compensation strategy to attract, retain, and motivate our talented workforce. Their leadership will ensure that our base compensation programs are not only efficient and effective but also aligned with our corporate goals.

This is a fully remote position. For those who prefer an office environment, you also have the option of working a hybrid schedule from any of our offices in Horsham, PA, Coral Gables, FL, or Fort Lauderdale, FL. We offer a competitive compensation package, including a salary range of $125,000 - $135,000, an annual bonus, comprehensive medical benefits starting on day one, and a company-matched 401(k) plan.

Responsibilities

• Lead the design, analysis, administration, and governance of compensation programs, including base pay, incentive pay, merit increases, job classifications, and long-term incentive plans.
• Manage annual compensation planning cycles, salary structures, incentive programs (e.g., commissions, monthly and deferred bonuses), and applicable systems.
• Conduct job evaluations, market pricing, and benchmarking to maintain internal equity and external competitiveness.
• Develop and maintain compensation guidelines, pay bands, job architecture, and grading structures in partnership with HR leadership, HRBPs, and business leaders.
• Advise leaders on complex compensation matters, ensuring solutions align with business goals and compensation strategy.
• Collaborate with Talent Acquisition and HRBP Teams to support competitive offer decisions and ensure consistency in compensation practices.
• Oversee job design and leveling processes, maintaining accurate job descriptions and titling across the organization.
• Oversee Incentive Plan review, approval process, maintenance, and calculations (commissions and monthly bonuses) in partnership with our business leaders.
• Monitor compensation-related regulatory developments and ensure compliance with applicable laws and governance standards.
• Provide compensation reporting and analysis to support business decisions and organizational planning.
• Lead salary survey submissions and market analyses in coordination with the Compensation Specialist.
• Drive compensation education, communication, and change management initiatives across HR and the business.
• Supervise and mentor the Compensation Specialist, offering guidance, feedback, and professional development support.
• Support ad-hoc compensation projects and continuous improvement initiatives as needed.

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field.
• 5+ years of progressive experience in Compensation, with a strong knowledge of compensation theory and best practices, and/or HR.
• Proficient in Excel, data analytics, and HRIS systems.
• Familiarity with HRIS systems and tools, UKG experience is a plus
• Experience with compensation benchmarking tools such as Mercer, McLagan, PayFactors, MarketPay, etc.
• Experience with the design and administrative variable incentive and long-term incentive plans.
• In-depth knowledge of FLSA regulations and their application to compensation practices.
• Proven experience in managing a team and demonstrated people management skills and leadership.
• Strong analytical, project management, and process management skills.

Certifications, Licenses, and/or Registration:

• CCP, SHRM-CP, or PHR preferred but not required.

Lakeview is an Equal Employment Opportunity employer. All aspects of consideration for employment and employment with the Company are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, or any other category protected by federal, state, or local law.

#LI-Remote

• Bachelor’s degree in Human Resources, Business, or related field.
• 5+ years of progressive experience in Compensation, with a strong knowledge of compensation theory and best practices, and/or HR.
• Proficient in Excel, data analytics, and HRIS systems.
• Familiarity with HRIS systems and tools, UKG experience is a plus
• Experience with compensation benchmarking tools such as Mercer, McLagan, PayFactors, MarketPay, etc.
• Experience with the design and administrative variable incentive and long-term incentive plans.
• In-depth knowledge of FLSA regulations and their application to compensation practices.
• Proven experience in managing a team and demonstrated people management skills and leadership.
• Strong analytical, project management, and process management skills.

Certifications, Licenses, and/or Registration:

• CCP, SHRM-CP, or PHR preferred but not required.

Lakeview is an Equal Employment Opportunity employer. All aspects of consideration for employment and employment with the Company are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, or any other category protected by federal, state, or local law.

#LI-Remote

• Lead the design, analysis, administration, and governance of compensation programs, including base pay, incentive pay, merit increases, job classifications, and long-term incentive plans.
• Manage annual compensation planning cycles, salary structures, incentive programs (e.g., commissions, monthly and deferred bonuses), and applicable systems.
• Conduct job evaluations, market pricing, and benchmarking to maintain internal equity and external competitiveness.
• Develop and maintain compensation guidelines, pay bands, job architecture, and grading structures in partnership with HR leadership, HRBPs, and business leaders.
• Advise leaders on complex compensation matters, ensuring solutions align with business goals and compensation strategy.
• Collaborate with Talent Acquisition and HRBP Teams to support competitive offer decisions and ensure consistency in compensation practices.
• Oversee job design and leveling processes, maintaining accurate job descriptions and titling across the organization.
• Oversee Incentive Plan review, approval process, maintenance, and calculations (commissions and monthly bonuses) in partnership with our business leaders.
• Monitor compensation-related regulatory developments and ensure compliance with applicable laws and governance standards.
• Provide compensation reporting and analysis to support business decisions and organizational planning.
• Lead salary survey submissions and market analyses in coordination with the Compensation Specialist.
• Drive compensation education, communication, and change management initiatives across HR and the business.
• Supervise and mentor the Compensation Specialist, offering guidance, feedback, and professional development support.
• Support ad-hoc compensation projects and continuous improvement initiatives as needed.