Compensation Manager, HR, Recruitment

PEPL; Atlanta (GA); Vor Ort; USD 120.000 - 160.000; Vollzeit

Zusammenfassung

PEPL is seeking a Compensation Manager for our Atlanta HQ to build and implement a competitive compensation framework and total rewards program. This onsite role partners with HR leadership to align pay structures with business goals.

The ideal candidate will manage merit and bonus cycles, maintain job architecture, and ensure compliance with FLSA and state laws, delivering insights to executives.

Qualifikationen

• Bachelor's degree required in HR/Business/Finance.
• 5+ years of progressive compensation experience, including 2+ years leading programs.
• Strong analytical skills with advanced Excel and HRIS proficiency.
• Experience with job evaluation, salary structures, and market pricing.
• Knowledge of FLSA, pay transparency laws, and compliance.

Aufgaben

• Administer compensation strategies, policies, and programs in compliance with regulations.
• Manage annual merit and bonus planning cycles with analyses and recommendations.
• Maintain job architecture and salary structures for equity and competitiveness.
• Prepare dashboards and reports for HR leadership.
• Own data integrity of job codes, grades, ranges, and eligibility rules.
• Partner with Talent Acquisition on offers and hiring ranges.

Kenntnisse

Analytical skills

Excel proficiency

HRIS systems

Job evaluation

Market pricing

Stakeholder communication

Ausbildung

Bachelor's degree in HR, business, finance

Tools

Workday

People Analytics

Jobbeschreibung

PEPL has been engaged to place a Compensation Manager for a client HQ in Atlanta seeking a leader to build a compensation framework alongside competitive total rewards programs. This is an exciting opportunity to join a well established firm with the opportunity to build and implement competitive compensation structures. This role will be onsite with the corporate team in the Atlanta office.

Key Responsibilities

• Administer compensation strategies, policies, and programs that support organizational goals and comply with federal, state, and local regulations.
• Manage the annual merit and bonus planning cycles, including analysis, modeling, and implementation, partnering with HR leadership on final program decisions and executive recommendations.
• Maintain company-wide job architecture and salary structures to ensure internal equity and external competitiveness.
• Develop and maintain compensation guidelines, manager tools, and training materials covering offers, promotions, internal moves, ranges, and FAQs.
• Manage compensation systems, market surveys, and benchmarking studies; analyze market data to recommend updates to pay grades, salary ranges, and job classifications.
• Maintain HR system job/compensation tables and related data, partnering with HRIS/People Analytics on system enhancements and reporting automation.
• Prepare dashboards, analytics, and reports, presenting insights and recommendations to HR, department heads, and executive leadership.
• Own compensation data integrity (job codes, grades, ranges, eligibility rules) and coordinate audits and corrections.
• Ensure compliance with compensation-related regulations, including FLSA, pay transparency laws, the Davis-Bacon Act, and state wage laws; recommend remediation plans as needed.
• Maintain compensation documentation, processes, and governance policies, including exception tracking and audit readiness.
• Monitor pay compression and internal equity risks.
• Serve as a trusted advisor to HR Business Partners and leaders on compensation decisions, job evaluations, and offers.
• Support workforce planning, project teams, new business areas, and large-scale hiring initiatives with compensation guidance.
• Partner with Talent Acquisition on competitive offers, negotiation strategy, hiring ranges, and internal equity review for promotions and transfers.
• Design and implement process and system enhancements, incorporating input from key stakeholders.
• Establish and maintain compensation approval workflows and guardrails, such as ranges, exceptions, and documentation.

Qualifications

Required

• Bachelor's degree in human resources, business administration, finance, or a related field.
• 5+ years of progressive compensation experience, including at least 2 years managing compensation programs.
• Strong analytical skills with advanced proficiency in Excel and HRIS platforms.
• Experience administering job evaluation, salary structures, and market pricing.
• Working knowledge of FLSA, pay transparency laws, and general compensation compliance.

Preferred

• CCP (Certified Compensation Professional) certification, or progress toward it.
• Experience supporting work forces across multiple states.