Compensation Manager

Eos Energy Enterprises, Inc.; Pittsburgh (Allegheny County); On-site; USD 120,000 - 190,000; Full time

Job summary

Eos Energy Enterprises, Inc. is seeking a Manager of Compensation to design, administer, and continuously improve the company’s compensation programs.

You will partner with HR and business leaders to ensure competitive, equitable pay structures and governance for both base pay and incentives, including executive compensation. The role oversees long-term incentive plans and drives job architecture, benchmarking, and governance to align compensation with business objectives.

Qualifications

• Bachelor’s degree in business, HR, finance, economics, or related field.
• 8+ years of progressive compensation experience in program design, administration, and analysis.
• Experience with broad‑based compensation programs including annual planning and incentives.
• Experience supporting executive compensation programs and benchmarking.
• Workday experience required.
• CCP certification preferred.
• Union environment experience preferred.

Responsibilities

• Manages day-to-day activities of compensation programs.
• Develops and recommends new compensation programs and changes to existing programs.
• Leads annual compensation processes including reviews, promotions, market adjustments, and incentives.
• Conducts market pricing and compensation analyses for external competitiveness and internal equity.
• Oversees long-termer incentive plan governance, vendor management, communications, and reporting.
• Supports design, administration, and governance of executive compensation programs.
• Develops job architecture, career levels, and leveling methodologies.
• Designs salary structures, pay grades, and frameworks to support growth.

Skills

Compensation strategy

Job evaluation

Communication

Data analysis

Microsoft Excel

Stakeholder management

Education

Bachelor's degree in business/human resources/finance/economics

Workday experience

CCP certification preferred

Tools

Workday

Job description

The Manager, Compensation is responsible for the design, administration, and continuous improvement of the Company's compensation programs, including job evaluation, base pay administration, annual merit planning, incentive compensation, executive compensation, and other reward programs. This role partners with HR and business leadership to ensure compensation programs are competitive, equitable, aligned with business objectives, and compliant with applicable regulations. The position is responsible for managing the long‑term incentive plan and leading, program design, job architecture, compensation structure, and governance initiatives.

Job Responsibilities

• Manages day-to-day activities of compensation programs.
• Develops and recommends new compensation programs and changes to existing programs to support the Company's compensation philosophy and business objectives.
• Develops and administers compensation program processes, procedures, analytical tools, and governance practices.
• Leads annual compensation processes, including the annual compensation review process, promotional increases, market adjustments, and incentive compensation administration.
• Conducts market pricing and compensation analyses to ensure external competitiveness and internal equity.
• Oversees the administration and governance of the Company's long‑term incentive plan, including vendor management, participant communications, reporting, compliance, and ongoing program effectiveness.
• Supports the design, administration, and governance of executive compensation programs, including executive salary structures, annual incentives, and long‑term incentive programs.
• Conducts executive compensation benchmarking and market analyses utilizing external survey data and industry best practices.
• Prepares compensation analyses, recommendations, and presentation materials for senior leadership and executive compensation discussions.
• Leads the development, implementation, and maintenance of the Company's job architecture framework, including job families, career levels, and job leveling methodologies.
• Designs and maintains salary structures, pay grades, and compensation frameworks that support organizational growth, career progression, and workforce planning.
• Partners with HR Business Partners and business leaders to evaluate organizational changes and ensure appropriate job leveling and compensation alignment.
• Establishes and maintains governance processes for job evaluation, job leveling, and compensation decision‑making.
• Functions as a business partner with HR, line management, and senior leadership on compensation initiatives involving the review, development, and redesign of programs and structures.
• Provides training, guidance, and support to leaders and Human Resources related to compensation programs, policies, and practices.
• Develops compensation reporting, analytics, and workforce insights to support informed business decisions.
• Monitors market trends, emerging compensation practices, and regulatory developments and recommends program enhancements as appropriate.
• Ensures compensation programs comply with applicable laws, regulations, guidelines, processes, and procedures.

Education/Experience

• Bachelor’s degree in business, human resources, finance, economics, or a related field.
• 8+ years of progressive compensation experience, including responsibility for compensation program design, administration, and analysis.
• Experience administering and managing broad‑based compensation programs, including annual compensation planning and short and long‑term incentive programs.
• Experience supporting executive compensation programs, including executive market benchmarking, incentive plans, and long‑term incentive administration.
• Demonstrated experience developing and/or managing job architecture frameworks, job leveling methodologies, salary structures, and career pathing programs.
• Experience with Workday required.
• CCP (Certified Compensation Professional) preferred.
• Experience in a union environment preferred.

Skills/Abilities

• Exceptional communication, project management, and relationship‑building skills.
• Ability to work collaboratively and cultivate strong partnerships with internal and external stakeholders.
• Well‑developed analytical, organizational, and problem‑solving skills.
• Strategic thinker with the ability to navigate complex organizational environments and influence decision‑making.
• Demonstrated expertise in compensation strategy, job evaluation, job architecture, career leveling, and salary structure design.
• Strong knowledge of executive compensation principles, incentive plan administration, and market pricing methodologies.
• Experience managing complex projects and delivering high‑quality recommendations and solutions.
• Advanced proficiency in Microsoft Office, including strong Excel skills.
• Ability to analyze and interpret large volumes of compensation and workforce data to develop meaningful insights and recommendations.
• Proactive and results‑oriented with exceptional attention to detail.
• Ability to manage multiple priorities in a fast‑paced and evolving environment.
• Ability to maintain confidentiality and handle highly sensitive information with professionalism and discretion.
• High level of integrity and ethical standards.
• Strong financial and business acumen preferred.

Working Conditions

The work environment includes a combination of office settings and interactions with employees in various work locations.

Must be able to remain in a stationary position 50% of the time and occasionally move about inside the office to access file cabinets, office machinery, etc. Required to have close visual acuity to perform activities such as preparing and analyzing data and figures, transcribing, viewing a computer terminal, and extensive reading. May be required to exert up to 25 pounds of force occasionally to lift, carry, push, pull, or otherwise move objects.