Strategic Compensation Manager

Holder Construction

Atlanta (GA)

On-site

USD 90,000 - 130,000

Full time

14 days+

Get more replies from employers

Send a job-specific resume in minutes.

Benefits offered by this job

Paid time off

Health, dental, vision, and life insur

Night and swing shift differential

Job summary

Holder Construction is seeking a Compensation Manager to join the HR team in the regional office in Atlanta, GA. This full-time, in-person role handles compensation strategies, planning cycles, and governance across the organization.

Ideal candidates have 5+ years in compensation, strong analytical skills, and experience with job evaluations and market pricing. CCP certification is a plus; construction industry experience is preferred.

Qualifications

Bachelor's degree in HR, business, finance, or related field.
5+ years progressive compensation experience; at least 2 years managing programs.
Strong analytical skills; advanced Excel and HRIS proficiency.
Experience administering job evaluation, salary structures, and market pricing.
Working knowledge of FLSA, pay transparency laws, and compensation compliance.

Responsibilities

Administer compensation strategies, policies, and programs that support goals and comply with regulations.
Manage annual merit and bonus planning cycles with leadership input and recommendations.
Maintain job architecture and salary structures for internal equity and external competitiveness.
Develop compensation guidelines, manager tools, and training materials for offers and promotions.
Manage compensation systems, market surveys, and benchmarking studies; analyze market data.
Maintain HRIS data, dashboards, and reporting with analytics and insights.
Own compensation data integrity and coordinate audits and corrections.
Ensure compliance with compensation-related regulations and remediation plans as needed.
Maintain governance policies, exception tracking, and audit readiness.
Monitor pay compression and internal equity risks.
Advise HR Partners and leaders on compensation decisions and offers.
Support workforce planning and large hiring initiatives with guidance.
Partner with Talent Acquisition on offers, ranges, and equity for promotions.
Design and implement process and system enhancements with stakeholders.
Establish approval workflows and guardrails for compensation.