Compensation Manager New New York, NY

The New York Times Company; New York (NY); On-site; USD 130,000 - 150,000; Full time

Benefits offered by this job

Medical benefits

Dental and vision benefits

FSA

401(k) matching

Employee stock purchase plan

Paid vacation

Paid sick days

Tuition reimbursement

Professional development programs

Job summary

The New York Times Company is seeking a Compensation Manager to act as a subject-matter expert for complex analyses and program support. You will bridge analytics and strategic pay decisions in a hybrid role based at the NYC headquarters, three days per week, reporting to the VP, Compensation and Global Mobility.

You will lead annual salary planning, market pricing, and pay policy administration, while ensuring compliance with FLSA, pay equity laws, and related regulations.

Qualifications

• 3+ years of experience in compensation or a related HR analytical field.
• Experience with qualitative analysis and translating findings into clear, applicable recommendations.
• Experience presenting analytical findings to company partners (HRBPs, Managers).
• Solid experience with compensation management tools (e.g., MarketPay) and HRIS systems.
• Demonstrated experience managing multiple simultaneous projects.
• Familiarity with compensation regulations and legislation (e.g., FLSA, Pay Equity laws).
• Bachelor's degree in Business, Human Resources, or a related quantitative field.
• Experience with Workday.

Responsibilities

• Be a dedicated compensation partner for assigned client groups, providing in-depth analysis and consultation on compensation matters to HRBPs and business leaders.
• Lead our recurring compensation plans, such as the annual salary survey benchmarking, maintenance of the compensation survey library, or the design and testing of compensation tools in Workday.
• Support the annual compensation review and planning process (merit, incentive, and equity grants), including advanced data modeling, preparation of summary reports for leadership, and coordinating communication materials.
• Conduct complex, organization-wide analysis of compensation data, including in-depth market pricing and the development of internal salary ranges.
• Monitor compliance with applicable federal, state and local compensation laws and regulations, including the Fair Labor Standards Act, Equal Pay Act and pay-transparency requirements.

Skills

Compensation analytics

HR analytics

Presenting findings

Stakeholder management

Education

Bachelor's degree in Business/HR or related quantitative field

Tools

MarketPay

Workday

HRIS systems

Job description

Office: New York, NY
Department: Human Resources - Compensation and Benefits

Job Description

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It's why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It's why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it's why our business strategy centers on making journalism so good that it's worth paying for.

About the role

As the Compensation Manager you will be a subject matter expert and primary resource for complex compensation analyses and program support. You will bridge the gap between analytical tasks and the strategic implementation of corporate compensation programs. You will manage specific client group relationships, lead smaller compensation projects, and provide recommendations that directly inform pay decisions and policy administration. You will be in a hybrid remote/in-office position where you will work out of our NYC headquarters 3 days per week reporting to the Vice President, Compensation and Global Mobility.

#LI-Hybrid

Responsibilities

• Be a dedicated compensation partner for assigned client groups, providing in-depth analysis and consultation on compensation matters to HRBPs and business leaders.
• Lead our recurring compensation plans, such as the annual salary survey benchmarking, maintenance of the compensation survey library, or the design and testing of compensation tools in Workday.
• Support the annual compensation review and planning process (merit, incentive, and equity grants), including advanced data modeling, preparation of summary reports for leadership, and coordinating communication materials.
• Conduct complex, organization-wide analysis of compensation data, including in-depth market pricing and the development of internal salary ranges.
• Monitor compliance with applicable federal, state and local compensation laws and regulations, including the Fair Labor Standards Act, Equal Pay Act and pay-transparency requirements.

Basic Qualifications

• 3+ years of experience in compensation or a related HR analytical field.
• Experience conducting qualitative analysis and translating findings into clear, applicable recommendations.
• Experience presenting analytical findings to company partners (HRBPs, Managers).
• Solid experience with compensation management tools (e.g., MarketPay) and HRIS systems.
• Demonstrated experience managing multiple simultaneous projects.
• Familiarity with compensation regulations and legislation (e.g., FLSA, Pay Equity laws).
• Bachelor's degree in Business, Human Resources, or a related quantitative field.
• Experience withWorkday.

Additional Compensation and Benefits

For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock.

• medical
• dental and vision benefits
• Flexible Spending Accounts (F.S.A.s)
• a company-matching 401(k) plan
• employee stock purchase plan
• paid vacation
• paid sick days
• paid parental leave
• tuition reimbursement
• professional development programs.

For roles outside of the U.S., information on benefits will be provided during the interview process.

The annual base pay range for this role is between:

$130,000 - $150,000 USD

Candidate Use of GenAI Tools:

We're excited to learn more about you and your experience. To keep our hiring process as fair and authentic as possible, we ask that you submit your own work and not use GenAI tools to generate substantive content during the application and interview process.

If you're an engineering candidate, we'll let you know what specific GenAI tools you are permitted to use for your technical assessment.

The New York Times Company is committed to being the world's best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply.

We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)'s Know Your Rights Poster is available here .

The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email [e-mail]. Emails sent for unrelated issues, such as following up on an application, will not receive a response.

For information about The New York Times' privacy practices for job applicants, click here .