Compensation Manager, Programs & Design

The Manager, Compensation Programs & Design is responsible for the development, implementation, governance, and continuous improvement of enterprise compensation programs and frameworks that support the organization's compensation philosophy, talent strategy, and business objectives. This role serves as the lead architect for compensation program design, job architecture, salary structure development, incentive plan design and administration, pay transparency readiness, and compensation governance.

The position partners closely with Compensation Leadership and Business Partners, Finance, Workforce Planning & Staffing, Employee Development, and business leadership to ensure compensation programs are competitive, scalable, compliant, and aligned with organizational growth objectives. The Manager, Compensation Programs & Design will report into the Director, Compensation.

Education

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field required.
• Master's degree preferred.

Experience

• 8+ years progressive compensation experience.
• 3+ years managing compensation programs, job architecture, or broad-based compensation initiatives.
• Experience supporting engineering, construction, EPC, energy, industrial, or project-based organizations preferred.
• Strong experience with compensation survey analysis, salary structure design, and job evaluation methodologies.

Preferred Certifications

• Certified Compensation Professional (CCP)
• Global Remuneration Professional (GRP)
• SHRM-SCP or SPHR

Critical Competencies

Technical Expertise

• Job Architecture & Leveling
• Salary Structure Design
• Compensation Governance
• Incentive Program Design
• Market Pricing
• Pay Equity Analysis
• Compensation Analytics

Leadership Competencies

• Strategic Thinking
• Influencing & Consultation
• Project Leadership
• Executive Communication
• Change Management
• Business Acumen

Success Measures

The Manager, Compensation Programs & Design will be evaluated on:

• Enterprise adoption and governance of job architecture
• Salary structure competitiveness and effectiveness
• Compensation policy compliance and consistency
• Timely delivery of compensation program initiatives
• Reduction in compensation exceptions and governance issues
• Pay equity and transparency readiness
• Stakeholder satisfaction
• Process automation and operational efficiency improvements

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