Senior Manager, Compensation

Jobtailor; New York (NY); On-site; USD 110,000 - 170,000; Full time

Job summary

Jobtailor in New York, NY is seeking a seasoned Compensation Manager to lead a team of compensation partners and own the annual merit and bonus cycles, including calculations, timelines, and system readiness.

In this role you will drive market pricing, salary structure reviews, and pay equity analyses; build compensation dashboards; advise HRBPs and leaders on offers, promotions and adjustments; ensure regulatory compliance; and collaborate with Finance and Payroll.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Accounting, Finance, or a related field.
• Minimum of 4 years of experience in broad-based compensation programs.
• Experience owning and leading recurring compensation deliverables, including directing the work of others.
• Strong analytical and Excel skills.
• Excellent verbal and written communication skills.
• Ability to deliver recurring, deadline-driven compensation processes accurately and on schedule.
• Experience with HRIS/compensation systems.
• Experience administering or overseeing sales incentive or commission plans.
• Experience partnering cross-functionally with Finance or similar teams.
• Ability to work effectively and communicate steadily through organizational change.
• Ability to manage stakeholder relationships and work effectively with people at all organizational levels.
• CCP certification a plus, not required.

Responsibilities

• Lead, coach, and develop a team of compensation partners.
• Own the annual merit increase cycle, including timeline, system readiness, calibration support, guidelines, and outcomes.
• Own the annual bonus/incentive payment cycle, including calculations, payouts, and coordination with Payroll and Finance.
• Own annual market pricing and salary structure reviews using job evaluation and benchmarking methodology.
• Own the annual sales compensation plan process and partner with Finance on plan updates.
• Direct maintenance of job evaluations, salary ranges, and compensation structures.
• Advise HRBPs and leaders on new hire offers, promotions, adjustments, retention actions, and off-cycle changes.
• Build compensation dashboards and reporting and deliver ad hoc pay equity, budget impact, and trend analysis.
• Translate compensation data and recommendations into communications and materials.
• Serve as escalation point for sales compensation questions.
• Streamline recurring compensation processes, including exploring automation and AI-enabled tools.
• Advise the Business Partner team on compensation matters.
• Ensure compliance with pay transparency, wage and hour, and other regulatory requirements.

Skills

Compensation Program Management

Analytical Skills

Stakeholder Relationship Management

Team Leadership

Organizational Change Management

Cross-Functional Collaboration

Education

Bachelor's degree in HR/Business/Finance

Tools

Excel

HRIS/Compensation Systems

Sales Incentive/Commission Platforms

Job description

• Lead, coach, and develop a team of compensation partners
• Own the annual merit increase cycle, including timeline, system readiness, calibration support, guidelines, and outcomes
• Own the annual bonus/incentive payment cycle, including calculations, payouts, and coordination with Payroll and Finance
• Own annual market pricing and salary structure reviews using job evaluation and benchmarking methodology
• Own the annual sales compensation plan process and partner with Finance on plan updates
• Direct maintenance of job evaluations, salary ranges, and compensation structures
• Advise HRBPs and leaders on new hire offers, promotions, adjustments, retention actions, and off-cycle changes
• Build compensation dashboards and reporting and deliver ad hoc pay equity, budget impact, and trend analysis
• Translate compensation data and recommendations into communications and materials
• Serve as escalation point for sales compensation questions
• Streamline recurring compensation processes, including exploring automation and AI-enabled tools
• Advise the Business Partner team on compensation matters
• Ensure compliance with pay transparency, wage and hour, and other regulatory requirements

Requirements

• Bachelor's degree in Human Resources, Business Administration, Accounting, Finance, or a related field
• Minimum of 4 years of experience in broad-based compensation programs
• Experience owning and leading recurring compensation deliverables, including directing the work of others
• Strong analytical and Excel skills
• Excellent verbal and written communication skills
• Ability to deliver recurring, deadline-driven compensation processes accurately and on schedule
• Experience with HRIS/compensation systems
• Experience administering or overseeing sales incentive or commission plans
• Experience partnering cross-functionally with Finance or similar teams
• Ability to work effectively and communicate steadily through organizational change
• Ability to manage stakeholder relationships and work effectively with people at all organizational levels
• CCP certification a plus, not required

Core Competencies

Demonstrates expertise in managing compensation programs, including merit increases, bonus cycles, and market pricing. Proficient in data analysis, communication, and compliance with regulatory requirements.

Highest-signal resume keywords

• Compensation Program Management
• Analytical Skills
• HRIS/Compensation Systems Experience
• Stakeholder Relationship Management
• CCP Certification

ATS Optimization Keywords

Hard Skills

• Compensation Analysis
• Salary Structure Review
• Job Evaluation Methodology
• Excel Proficiency
• Data Reporting
• Budget Impact Analysis
• Sales Compensation Plan Administration
• Automation Tools Exploration
• Pay Equity Analysis
• Compensation Dashboard Development

Soft Skills

• Verbal Communication
• Written Communication
• Team Leadership
• Organizational Change Management
• Cross-Functional Collaboration

Certifications & Qualifications

• CCP Certification

Industry Keywords

• Compensation Structures
• Pay Transparency
• Wage and Hour Compliance
• Merit Increase Cycle
• Incentive Payment Cycle