Compensation Manager

Eide Bailly LLP; Seattle (WA); A distancia; USD 125.000 - 165.000; Jornada completa

Descripción de la vacante

Eide Bailly LLP is seeking a Compensation Manager to lead the Firm's pay strategy, market benchmarking, and governance across locations. You will partner with HR, Finance, Payroll, and Leadership to design competitive and equitable compensation programs and drive workforce planning.

You will oversee annual cycles, bonus processes, and job leveling while mentoring the compensation team and ensuring compliant, data-driven decisions that support business goals and talent retention.

Formación

• Bachelor’s degree in HR, business, finance, or related field required.
• 7+ years of progressive compensation or related HR experience.
• Experience leading compensation processes, projects, or staff.
• Certification such as CPP/PHR/SHRM-CP preferred.
• Advanced knowledge of pay principles, benchmarking, and equity.

Responsabilidades

• Oversee compensation programs, policies, and tools for the Firm.
• Lead annual and exception compensation, promotions, and bonus cycles.
• Benchmark market data and develop pay structures and ranges.
• Advise leaders on hiring ranges, adjustments, and retention decisions.
• Participate in compensation surveys and analyze results.
• Ensure compliance with wage, hour, and pay transparency laws.
• Mentor compensation staff and manage governance processes.

Conocimientos

Microsoft Excel

Data analysis

Communication

Stakeholder management

Educación

Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or related field

Herramientas

HRIS

Reporting systems

Payroll systems

Descripción del empleo

Location: Any location in the United States

Work Arrangement: Remote

A Day in the Life

The Compensation Manager manages the Firm's compensation programs and processes to support competitive, equitable, and compliant pay practices. This position is responsible for compensation strategy, market benchmarking, pay structure development, annual compensation and bonus cycles, and compensation governance. The Compensation Manager serves as a trusted advisor to Firm leaders, HR partners, and Talent Acquisition while managing and developing compensation team members.

A typical day as a Compensation Manager might include the following:

• Manages the administration and continuous improvement of the Firm's compensation programs, policies, practices, and related tools.
• Oversees annual and exception compensation, promotion, and bonus processes, including planning, system preparation, data review, leadership guidance, approvals, and implementation.
• Interprets and applies the Firm's compensation philosophy to support consistent, market-aligned, and performance-driven pay decisions.
• Develops compensation recommendations that balance market competitiveness, internal equity, employee experience, performance, geographic considerations, and Firm practices.
• Leads participation in industry compensation surveys and oversees the collection, validation, submission, and analysis of survey data.
• Maintains relationships with survey providers and evaluates market data sources to support reliable benchmarking and informed decision-making.
• Oversees the development and maintenance of compensation ranges, structures, and guidelines across positions, service lines, locations, and geographic markets.
• Consults with Firm leaders, HR business partners, and Talent Acquisition on hiring ranges, promotions, compensation adjustments, retention concerns, and other pay decisions.
• Advises on job leveling, position evaluations, organizational structure, and role alignment to support workforce planning and career progression.
• Partners with HR and business leaders to identify compensation risks, evaluate internal equity concerns, and recommend appropriate actions.
• Takes a total rewards perspective when developing compensation recommendations, considering base pay, incentives, benefits, and career growth opportunities.
• Leverages compensation, workforce, and market data to identify trends, evaluate program effectiveness, model potential outcomes, and provide actionable insights to leadership.
• Utilizes emerging technologies, automation, and AI-enabled tools to improve compensation analysis, streamline processes, enhance reporting, and support data-driven decision-making.
• Establishes and maintains compensation governance processes, decision-making frameworks, and leader guidance to promote consistency across the Firm.
• Monitors compensation-related regulatory requirements and supports compliance with applicable federal, state, and local laws.
• Supports acquisitions, organizational changes, and integration activities through compensation analysis, job alignment, employee data evaluation, and integration needs.
• Partners with HRIS, Finance, Payroll, Talent Acquisition, and other teams to implement compensation changes and improve related processes and systems.
• Manages, develops, and mentors compensation staff while establishing priorities, reviewing work, and supporting achievement of team objectives.
• Ensures timely and accurate performance on assigned projects.
• Maintains compliance with project budgets, turnaround times, and deadlines.

Who You Are

• You have a bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field required.
• You have 7+ years of progressive compensation or related human resources experience required, including experience with market benchmarking, compensation analysis, pay programs, or compensation cycles.
• You have previous experience leading compensation processes, projects, or staff required.
• You are a certified Compensation Professional, PHR, SHRM-CP, or similar professional certification preferred.
• You have advanced knowledge of compensation principles, market benchmarking, salary structures, job evaluation, internal equity, and compensation program administration.
• You maintain strong knowledge of federal, state, and local wage and hour, pay transparency, pay equity, and compensation-related requirements
• You have sound judgment when evaluating complex compensation issues and developing practical, defensible recommendations.
• You can analyze large and complex datasets with a high degree of accuracy and translates findings into clear business insights.
• You have strong consultation and communication skills when presenting compensation information to leaders, HR partners, and other stakeholders.
• You can manage confidential and sensitive information with discretion, professionalism, and appropriate data controls.
• You can build effective working relationships and collaborates across HR, Finance, Payroll, Talent Acquisition, leadership, and other functional teams.
• You have advanced proficiency with Microsoft Excel and experience using compensation, HR information, reporting, and data-analysis systems.

Must be authorized to work in the United States now or in the future without visa sponsorship.

Making an Impact Together

People join Eide Bailly for the opportunities and stay because of the culture. At Eide Bailly, we've built a collaborative workplace based on integrity, authenticity, and support for one another. You'll find opportunities for education and career growth, a team dedicated to your success, and benefits that put your family's needs first. Hear what our employees have to say about working at Eide Bailly.

Compensation

Our compensation philosophy emphasizes competitive and equitable pay. Eide Bailly complies with all local/state regulations regarding displaying ranges. Final compensation decisions are dependent upon factors such as geography, experience, education, skills, and internal equity.

The salary range for this position is $125,000-$165,000.

Benefits

Beyond base compensation, Eide Bailly provides benefits such as:

• generous paid time off
• comprehensive medical, dental, and vision insurance
• 401(k) profit sharing
• life and disability insurance
• lifestyle spending account
• certification incentives
• education assistance
• referral program

Eide Bailly is proud to be an affirmative action/equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, or any other status protected under local, state or federal laws.