Compensation Manager

Generac; Waukesha (WI); On-site; USD 90,000 - 120,000; Full time

Job summary

Generac in Waukesha, Wisconsin, seeks a Compensation Manager to lead the global compensation strategy, ensuring alignment with market competitiveness and business objectives. The successful candidate will be responsible for designing and managing compensation programs, including salary structures and incentive plans.

This role requires a bachelor’s degree in Human Resources or a related field and at least 8 years of experience in a centralized compensation department. Strong analytical skills and proficiency with HR technology platforms are required.

Qualifications

• 8+ years of experience in compensation within a centralized department.
• Expertise in compensation governance and market practices.
• Ability to navigate global compensation frameworks.

Responsibilities

• Design and manage compensation programs including salary structures and incentive plans.
• Lead annual processes such as merit planning cycles and bonus payouts.
• Ensure compliance with compensation regulations and support pay equity analysis.

Skills

Compensation design

Analytical skills

Stakeholder management

Communication skills

Influencing skills

Education

Bachelor's degree in Human Resources or related field

Master's degree in Human Resources or related field

Tools

Workday

BetterComp

CompAnalyst

Job description

Our compensation manager leads the strategy, design, and execution of global compensation programs that attract, motivate, and retain top talent. Ensures alignment with business objectives, market competitiveness, and regulatory requirements across regions. Serves as a strategic advisor and trusted partner to HR, Finance, Talent Acquisition, and business leaders, driving consistent, data-driven compensation practices that enable organizational success.

Major Responsibilities

• Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans.
• Align programs with the total rewards strategy and business objectives.
• Ensure balance between global consistency and local market requirements.
• Serve as a primary advisor to HR Business Partners and business leaders on pay decisions, offer strategy, job leveling and evaluation, internal equity, and market competitiveness.
• Interpret compensation policies and provide governance guidance.

Market Pricing & Pay Structures

• Lead benchmarking, survey participation, and market analysis.
• Develop and maintain salary structures, ranges, and geographic differentials.
• Provide actionable insights into market competitiveness and pay positioning.

Compensation Cycles

• Lead key annual processes, including merit planning cycles, bonus planning and payout, and equity administration.
• Ensure accurate execution through partnership with HRIS and Finance.
• Deliver day-to-day support including job evaluations and pay administration.

Governance & Compliance

• Ensure compliance with global and local compensation regulations, including pay transparency, labor laws, and employment standards.
• Support pay equity analysis, audits, and regulatory reporting.

Job Architecture & Data Integrity

• Maintain and enhance job architecture including job families, levels, and profiles.
• Ensure the integrity of compensation data within systems such as Workday and BetterComp.
• Support alignment of job structures to compensation frameworks.

Strategic Initiatives

• Lead or contribute to enterprise initiatives, including global compensation harmonization, incentive plan design and optimization, and M&A due diligence and integration.
• Support evolution of global compensation operating model and governance.

Education

Bachelor's degree (or equivalent knowledge) in Human Resources or a related field.

Certification / License

None required.

Work Experience

Eight (8) years of compensation experience in a centralized compensation department.

Experience delivering both compliance-based and consultative compensation solutions to internal clients.

Experience using HR technology platforms such as Workday (preferred), Oracle Cloud HR, or SAP SuccessFactors.

Experience using compensation administration software such as BetterComp, CompAnalyst or MarketPay.

Scope & Impact

Influences compensation outcomes across business groups and geographies.

Owns complex compensation programs and frameworks.

Operates within a centralized global model with regional alignment.

Acts as a key contributor to enterprise-wide Total Rewards strategy.

Knowledge / Skills / Abilities

Deep expertise in compensation design, governance, and market practices.

Strong analytical and problem-solving skills, with the ability to interpret complex data and translate insights into action.

Knowledge of global compensation regulations and frameworks.

Ability to influence decision-making in a matrixed organization.

Strong stakeholder management and communication skills.

Experience With HRIS (e.g., Workday) And Compensation Tools

Demonstrated ability to lead through influence, expertise, and sound judgment.

Demonstrated success leading cross-functional and global initiatives.

Ability to provide strategic recommendations to senior leaders grounded in data, market insights, and business context.

Balances strategy development with hands‑on execution.

Preferred Job Requirements

Education

Master's degree in Human Resources, Business Administration, Finance, or a related field.

Certification / License

Certified Compensation Professional (CCP) issued by WorldatWork, SHRM-CP or SHRM-SCP issued by SHRM, or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) issued by HRCI.

Work Experience

Global compensation experience across the Americas, EMEA, and APAC.

Knowledge / Skills / Abilities

Demonstrated ability to navigate global compensation frameworks and regulatory considerations across Americas, EMEA, and APAC.

Physical Requirements and Working Conditions

DISCLAIMER

All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.

This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position.