Remote Compensation Leader: Strategy, Benchmarking & Growth

Eide Bailly LLP; Seattle (WA); Remote; USD 125,000 - 165,000; Full time

Job summary

Eide Bailly LLP is seeking a Compensation Manager to lead the Firm's pay strategy, market benchmarking, and governance across locations. You will partner with HR, Finance, Payroll, and Leadership to design competitive and equitable compensation programs and drive workforce planning.

You will oversee annual cycles, bonus processes, and job leveling while mentoring the compensation team and ensuring compliant, data-driven decisions that support business goals and talent retention.

Qualifications

• Bachelor’s degree in HR, business, finance, or related field required.
• 7+ years of progressive compensation or related HR experience.
• Experience leading compensation processes, projects, or staff.
• Certification such as CPP/PHR/SHRM-CP preferred.
• Advanced knowledge of pay principles, benchmarking, and equity.

Responsibilities

• Oversee compensation programs, policies, and tools for the Firm.
• Lead annual and exception compensation, promotions, and bonus cycles.
• Benchmark market data and develop pay structures and ranges.
• Advise leaders on hiring ranges, adjustments, and retention decisions.
• Participate in compensation surveys and analyze results.
• Ensure compliance with wage, hour, and pay transparency laws.
• Mentor compensation staff and manage governance processes.

Skills

Microsoft Excel

Data analysis

Communication

Stakeholder management

Education

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

Tools

HRIS

Reporting systems

Payroll systems

Job description

Eide Bailly LLP is seeking a Compensation Manager to lead the Firm's pay strategy, market benchmarking, and governance across locations. You will partner with HR, Finance, Payroll, and Leadership to design competitive and equitable compensation programs and drive workforce planning.

You will oversee annual cycles, bonus processes, and job leveling while mentoring the compensation team and ensuring compliant, data-driven decisions that support business goals and talent retention.