Compensation Manager

Sally Beauty Holdings, Inc.

Plano (TX)

Hybrid

USD 110,000 - 160,000

Full time

3 days ago

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Benefits offered by this job

Competitive salary

Medical

Dental

Vision

Life insurance

Paid vacation and sick days

Paid holidays

Tuition reimbursement

401(k) with company match

Onsite salon services

Dining options

Sally Beauty and CosmoProf stores

Employee merchandise discounts

Job summary

Sally Beauty Holdings, Inc. is seeking a Compensation Manager to design, administer, and govern broad-based compensation and incentive programs.

This hybrid role collaborates with HR Business Partners, Finance, HRIS, Legal, and leaders to ensure competitive, compliant compensation aligned with business goals. You will lead market pricing analyses, develop models, and support annual compensation planning cycles, including merit increases and promotions.

Qualifications

Bachelor's degree or equivalent experience required.
Seven or more years of progressive compensation experience, preferably within retail, consumer products, or a large multi-unit organization.
Global compensation experience is a plus.
Deep understanding of compensation practices including market pricing, job evaluation, salary structure design, pay ranges, job leveling, incentive programs, and governance.
Experience developing compensation policies, procedures, administration guidelines, and governance documentation.
Strong analytical and quantitative skills with the ability to create financial models, scenario analyses, and compensation cost forecasts.
Exceptional consultative and business partnership skills with the ability to influence stakeholders using data and sound judgment.
Working knowledge of FLSA regulations, pay transparency requirements, wage and hour considerations, and compensation compliance practices.
Advanced proficiency in Microsoft Excel, PowerPoint, Word, Access, Copilot, and related reporting tools.
Oracle HCM experience preferred.
Ability to manage highly confidential information with professionalism and discretion.
Strategic Thinker - aligns talent strategies with business needs.
Customer Focused Partner - trusted advisor to HR and business leaders.
Results Driver - delivers analyses, recommendations, and projects while balancing priorities.
Problem Solver & Decision Maker - evaluates complex compensation issues and develops data-driven solutions.
Effective Communicator - translates compensation concepts into clear recommendations.
Big Picture Thinker - connects programs to broader objectives.
Flexible & Agile Adapter - adapts to changing priorities.
Team Builder - collaborates across HR, Finance, Legal, and operations.
Passionate Learner - keeps up with trends and regulations.
Talent Builder - fosters inclusive culture through coaching.

Responsibilities

Partner with the Sr. Director, Compensation to design, administer, and govern broad-based compensation and incentive programs across the organization.
Develop, maintain, and document salary structures, pay ranges, job grades, geographic differentials, market pricing methodologies, and compensation guidelines.
Lead workstreams for annual compensation planning initiatives, including merit increases and incentive programs.
Conduct complex market pricing analyses using multiple surveys and external data sources.
Develop compensation models and analyses including merit budget planning and cost impact assessments.
Support labor cost forecasting, budgeting, and scenario modeling for new positions and changes.
Provide guidance on job evaluations, classifications, FLSA status, salary recommendations, promotions, and transfers.
Evaluate compensation survey vendors and monitor industry trends and regulatory developments.
Maintain job architecture frameworks, career levels, and titling standards.
Analyze pay equity, retention, compression, turnover, and market competitiveness with recommendations.
Collaborate with HR, Finance, Legal on compensation implications of reorganizations and policy changes.
Maintain documentation and audit support for compensation programs and governance processes.
Create executive-ready dashboards, reports, and recommendations communicating findings and risks.
Develop compensation training materials and manager resources.

Skills

Data analysis

Financial modeling

Stakeholder management

Consultative partner

Education

Bachelor's degree or equivalent experience

Tools

Oracle HCM

MS Excel

PowerPoint

Word

Access

Copilot

Job description

This position is Hybrid, working from our Legacy West Support Center located in Plano, Texas.

About Sally Beauty Holdings, Inc.

At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon quality products at a value price. Beauty Systems Group, branded as CosmoProf or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers.

About The Role

The Compensation Manager plays a key role in the design, administration, governance, and delivery of compensation programs across Sally Beauty Holdings. This position partners closely with HR Business Partners, Finance, HRIS, Legal, and business leaders to ensure compensation programs are competitive, equitable, compliant, and aligned with business objectives. The role leads compensation analyses, supports annual compensation planning cycles, administers base pay and incentive programs, and provides consultative guidance to leaders on compensation-related decisions.

Responsibilities

Partner with the Sr. Director, Compensation to design, administer, and govern broad-based compensation and incentive programs across the organization.
Support the development, maintenance, and documentation of salary structures, pay ranges, job grades, geographic differentials, market pricing methodologies, and compensation guidelines.
Lead workstreams associated with annual compensation planning initiatives, including merit increases, incentive programs, promotions, retention programs, off-cycle compensation reviews, and pay equity analyses.
Conduct complex market pricing analyses for corporate, retail, field, distribution, and specialized positions utilizing multiple compensation surveys and external market data sources.
Develop compensation models and analyses including merit budget planning, cost impact assessments, market competitiveness reviews, internal equity studies, compa-ratio analyses, and range penetration reporting.
Support labor cost forecasting, compensation budgeting, and scenario modeling for new positions, organizational changes, incentive plans, and compensation program enhancements.
Provide guidance on job evaluations, job classifications, FLSA status, salary recommendations, promotions, transfers, and other compensation-related decisions.
Evaluate compensation survey vendors and market data sources while monitoring industry trends, compensation practices, and regulatory developments.
Support the maintenance and enhancement of job architecture frameworks, career levels, job descriptions, and compensation titling standards.
Conduct analyses related to pay equity, retention, compression, turnover, and market competitiveness while developing recommendations for improvement.
Partner with HR, Finance, Legal, and business stakeholders on compensation-related implications associated with reorganizations, restructures, policy changes, pay transparency requirements, and compliance initiatives.
Maintain documentation and audit support related to compensation programs, salary structures, incentive plans, survey submissions, job evaluations, and governance processes.
Create executive-ready dashboards, reports, presentations, and recommendations that communicate compensation findings, risks, costs, and strategic options.
Develop compensation training materials, manager resources, and communication tools that support compensation philosophy, program administration, and compensation decision-making.
Lead special projects and support strategic compensation initiatives as assigned.

Knowledge, Skills & Abilities Requirements

Bachelor's degree or equivalent experience required.
Seven or more years of progressive compensation experience, preferably within retail, consumer products, or a large multi-unit organization.
Global compensation experience is a plus.
Deep understanding of compensation practices including market pricing, job evaluation, salary structure design, pay ranges, job leveling, incentive programs, and compensation governance.
Experience developing compensation policies, procedures, administration guidelines, and governance documentation.
Proven experience supporting annual compensation planning cycles and managing multiple complex projects simultaneously.
Strong analytical and quantitative skills with the ability to create financial models, scenario analyses, and compensation cost forecasts.
Exceptional consultative and business partnership skills with the ability to influence stakeholders using data and sound judgment.
Working knowledge of FLSA regulations, pay transparency requirements, wage and hour considerations, and compensation compliance practices.
Advanced proficiency in Microsoft Excel, PowerPoint, Word, Access, Copilot, and related reporting tools.
Oracle HCM experience preferred.
Ability to manage highly confidential information with professionalism and discretion.
Strategic Thinker - develops compensation solutions that align talent strategies with business needs.
Customer Focused Partner - serves as a trusted advisor to HR and business leaders by providing thoughtful compensation guidance.
Results Driver - delivers high-quality analyses, recommendations, and projects while balancing multiple priorities.
Problem Solver & Decision Maker - evaluates complex compensation issues and develops practical, data-driven solutions.
Effective Communicator - translates compensation concepts into clear and actionable recommendations for diverse audiences.
Big Picture Thinker - understands how compensation programs connect to broader talent, financial, and organizational objectives.
Flexible & Agile Adapter - responds effectively to changing business priorities and evolving compensation landscapes.
Team Builder - collaborates effectively across HR, Finance, Legal, and operational teams.
Passionate Learner - remains current on compensation trends, market practices, regulatory changes, and emerging technologies.
Talent Builder - contributes to an inclusive culture through coaching, collaboration, and knowledge sharing.

Working Conditions & Physical Requirements

This is a hybrid role that requires periodic onsite presence at the corporate office on designated days. The work environment generally involves everyday office conditions and requires normal safety precautions associated with office environments, conference rooms, and business travel.

The work is primarily sedentary and typically involves extended periods working on a computer, conducting analyses, attending meetings, and collaborating with business partners. Occasional travel to company locations may be required. Occasional walking, standing, bending, and carrying light materials may be necessary. No special physical demands are required to perform the essential functions of the position.