Manager, Compensation

racetrac; Atlanta (GA); On-site; USD 90,000 - 130,000; Full time

Job summary

RaceTrac is seeking a Manager of Compensation to design, implement, and administer compensation programs for Retail and Corporate populations. You will partner with HR and business leaders to provide data-driven insights, ensure equity, and support talent attraction and retention.

The role leads annual compensation planning, manages incentive programs, and ensures governance, compliance, and alignment with RaceTrac’s total rewards strategy.

Qualifications

• Bachelor's degree in HR, Business, Finance, Accounting, or a related field.
• 5+ years of progressive compensation experience, including market pricing/benchmarking.

Responsibilities

• Develop and maintain job architecture, salary structures, and pay grades for hourly, salaried, and leadership roles across frontline and corporate functions.
• Lead the annual compensation planning cycle, including merit increases, incentive payouts, and salary budgeting.

Education

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

Job description

RaceTrac Company Overview

Job Description:

The Manager of Compensation leads the design, implementation, and administration of compensation programs that support both RaceTrac's retail and corporate employee populations. This role ensures compensation practices remain competitive, equitable, and aligned with business objectives. As a trusted partner to HR and business leaders, the Manager of Compensation provides data-driven insights, strategic guidance, and practical solutions that help attract, retain, and reward talent while ensuring compliance and operational excellence.

Compensation Strategy & Design

• Develop and maintain RaceTrac's job architecture, salary structures, and pay grades across hourly, salaried, and leadership roles.
• Conduct market pricing and compensation benchmarking to ensure competitive and equitable pay practices.
• Evaluate compensation trends and recommend enhancements that support workforce strategy and organizational growth.
• Partner with HR Business Partners and Talent Acquisition to support compensation decisions related to hiring, promotions, internal mobility, and organizational changes.
• Provide compensation analysis and recommendations that balance market competitiveness, internal equity, and business needs.

Program Management

• Lead the annual compensation planning process, including merit increases, incentive payouts, salary budget recommendations, and program communications.
• Manage the design, administration, and effectiveness of incentive and bonus programs.
• Develop compensation models and business cases to support organizational redesigns, acquisitions, new business initiatives, and workforce planning efforts.
• Collaborate with HRIS and HR Operations to ensure compensation data integrity and efficient program administration.
• Create reporting, dashboards, and analytics that provide meaningful compensation insights to business leaders and HR partners.

Compliance & Governance

• Ensure compensation programs comply with federal, state, and local regulations, including wage and hour requirements and pay transparency legislation.
• Monitor emerging compensation trends, pay equity considerations, and regulatory developments, recommending policy or program updates as needed.
• Support internal audits, compliance reviews, and reporting requirements related to compensation programs.
• Maintain governance practices that promote consistent, fair, and equitable compensation decision-making across the organization.

Stakeholder Partnership & Communication

• Serve as a trusted advisor to business leaders, HR Business Partners, and Talent Acquisition on compensation strategy, policy, and best practices.
• Develop tools, resources, and guidance that enable leaders to make informed pay decisions.
• Educate managers on RaceTrac's compensation philosophy, total rewards approach, and compensation-related regulatory considerations.
• Partner with Finance, Legal, HR Operations, and senior leadership to ensure alignment on compensation initiatives and business priorities.
• Build strong cross-functional relationships that support a consistent and positive team member experience.

Responsibilities:

Compensation Strategy & Design:

• Develop and maintain job architecture, salary structures, and pay grades for hourly, salaried, and leadership roles across both frontline and corporate functions.
• Conduct regular market analysis and benchmarking using survey data to ensure competitive pay practices.
• Partner with HR Business Partners and Talent Acquisition to support compensation decisions for hiring, promotions, and internal mobility.

Program Management:

• Lead the annual compensation planning cycle, including merit increases, incentive payouts, and salary budgeting.
• Manage incentive and bonus plan design and administration for eligible employee populations.
• Provide compensation modeling and analysis to support business initiatives, such as new location openings, organizational redesigns, or acquisitions.
• Collaborate with HRIS and HR Operations to maintain data accuracy and integrity in compensation systems.

Compliance & Governance:

• Ensure compliance with applicable wage and hour laws, pay transparency regulations, and internal governance standards.
• Monitor emerging legislation and industry trends (e.g., pay equity, minimum wage changes, pay transparency laws) and recommend policy updates as needed.
• Prepare documentation and reporting for audits, compliance filings, and internal reviews.

Stakeholder Partnership & Communication:

• Advise business and HR leaders on compensation best practices and develop tools/resources to support effective pay decisions.
• Educate managers on pay philosophy, total compensation approach, and regulatory considerations.
• Partner with Finance and Legal to ensure alignment on compensation-related issues.

Qualifications:

Required Skills & Experience

• Bachelor's degree in Human Resources, Business, Finance, Accounting, or a related field.
• 5+ years of progressive compensation experience, including market pr