Compensation Manager

Fahrenheit Advisors; Virginia; On-site; USD 110,000 - 140,000; Full time

Benefits offered by this job

Health insurance

401(k) plan

Paid time off

Job summary

Fahrenheit Advisors is assisting a client in Richmond, VA to hire a Compensation Manager who will design and improve compensation programs across multiple business units. The role partners with HR, Finance, and leaders to ensure pay practices are competitive, equitable, and compliant in a fast-paced, project-driven environment.

The candidate will administer base pay structures, conduct market pricing, analyze equity and progression, and own annual compensation cycles including merit increases

Qualifications

• Bachelor’s degree in Business, Finance, Economics, HR, or a related field.

Responsibilities

• Establish and maintain compensation philosophy and guidelines.

Skills

Analytical thinking

Business acumen

Judgement & Integrity

Communication

Collaboration

Continuous improvement

Education

Bachelor’s degree in Business, Finance, Economics, HR, or related field

Tools

Workday

HRIS

Compensation management tools

Job description

Fahrenheit Advisors has been retained to assist our client in their search for a Compensation Manager to join their team in Richmond, VA.

Summary:

The Compensation Manager designs, administers, and improves compensation and incentive programs that support attraction, retention, and performance across Construction, Service, Manufacturing, Industrial and Corporate teams. This role partners closely with HR, Finance, and business leaders to ensure pay practices are competitive, equitable, compliant, and aligned with business and operational realities. The role requires strong management and analytical skills and the ability to translate complex compensation data into clear, practical guidance in a fast-paced, project-driven environment.

Essential Functions:

Compensation Strategy, Structure & Decision Governance:

• Establish and maintain CW’s compensation philosophy, including market positioning, guidelines for starting pay, promotional increases, market adjustments, equity reviews, and exceptions.
• Create and maintain documentation, governance standards, and manager guidance to ensure compensation decisions are aligned with compensation philosophy.
• Develop practical compensation tools, processes, and approval workflows to support consistent, equitable, and timely pay decisions across the organization.
• Partner with HR, Finance, and business leaders to define roles, responsibilities, and decision rights for compensation actions.
• Review and advise on complex or sensitive compensation situations, balancing consistency, competitiveness, and sound judgment.
• Identify opportunities to improve compensation practices and build scalable processes as the organization grows.

Compensation Administration:

• Administer base pay structures, salary ranges, and job architecture (titles, levels, career paths).
• Conduct market pricing and benchmarking using third-party survey data.
• Analyze internal equity, pay compression, and progression; provide data-driven recommendations.
• Own annual compensation cycles, including merit increases, promotions, and adjustments.

Incentive & Rewards Programs:

• Support the design and administration of commission plans and incentive plans tied to operational, safety, and financial outcomes.
• Partner with Finance and leadership on discretionary bonus and incentive governance.
• Support field-based and project-driven compensation programs where applicable.
• Partner with HR and leadership to ensure rewards programs reinforce desired behaviors such as safety, quality, productivity, and retention.

Compliance & Governance:

• Ensure compensation practices comply with applicable federal, state, and local regulations (e.g., FLSA, equal pay, prevailing wage).
• Support audits, equity reviews, and documentation related to compensation decisions.
• Maintain clear guidelines, controls, and documentation for compensation programs.

Data, Reporting & Systems:

• Develop and maintain compensation reports, dashboards, and analytics for HR and executive leadership.
• Partner with Workday, Payroll, and Finance to ensure accurate compensation data and system integrity.
• Own Workday configuration and process improvements related to compensation.

Business Partnership:

• Collaborate with Payroll and Benefits Team to ensure CW benefits package is competitive and desired. Conduct benchmarking and research of benefits programs and make revisions of current programs as directed (i.e., Personal Leave, Tuition Reimbursement, Mobile Phone Reimbursements, etc.).
• Participate in broader Compensation initiatives, including benefits integration, communication strategies, Total Compensation Statements, and employee education.

Qualifications:

Required:

• Bachelor’s degree in Business, Finance, Economics, HR, or a related field.
• Minimum of five years of progressive experience in compensation administration and analysis, or a related HR analytics role.
• Strong analytical skills with demonstrated experience interpreting compensation data and market surveys.
• Advanced proficiency in Excel; experience with HRIS and compensation management tools.
• Working knowledge of compensation compliance requirements and best practices.

Preferred:

• Experience supporting compensation programs in mechanical and electrical contracting.
• Exposure to multi-location or multi-business-line organizations.
• CCP (Certified Compensation Professional) or progress toward certification.
• Experience partnering with Finance or supporting incentive programs tied to operational or financial metrics.
• Workday Compensation module experience.

Essential Skills and Attributes:

• Analytical Rigor: Ability to synthesize data into clear insights and recommendations.
• Business Acumen: Understands operational environments and the realities of field-based and project-driven work.
• Judgement & Integrity: Handles sensitive compensation information with discretion and professionalism.
• Communication: Can explain complex compensation concepts in plain language.
• Collaboration: Builds effective partnerships across HR, Finance, and Operations.
• Continuous Improvement: Seeks opportunities to improve processes, tools, and program effectiveness.