Manager, Compensation

RaceTrac Petroleum, Inc.; United States; On-site; USD 120,000 - 180,000; Full time

Job summary

RaceTrac Petroleum, Inc. seeks a Manager of Compensation to lead the design, implementation, and administration of compensation programs for both retail and corporate employees.

The role partners with HR and business leaders to ensure pay practices are competitive, equitable, and aligned with business objectives. The position oversees annual planning, incentive design, market pricing, and analytics to guide pay decisions and workforce planning, delivering data-driven insights and governance to

Qualifications

• Lead design, implementation, and administration of compensation programs across retail and corporate populations.
• Conduct market pricing and compensation benchmarking to ensure competitive and equitable pay practices.
• Provide data-driven insights and governance to support pay decisions and business objectives.

Responsibilities

• Lead the annual compensation planning process, including merit increases and incentive payouts.
• Manage the design, administration, and effectiveness of incentive and bonus programs.
• Develop compensation models and business cases to support organizational redesigns and workforce planning.
• Collaborate with HRIS and HR Operations to ensure compensation data integrity and reporting.

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.