Senior Compensation Manager

Who you are

• The ideal candidate brings experience in high-growth compensation strategies and passionate about bridging market data and talent retention. We need someone who thrives on creating scalable rewards systems, optimizing complex pay structures, and building world-class incentive programs from the ground up
• 7+ years of broad-based compensation experience in a U.S. public company, preferably within a high-growth technology or manufacturing environment
• Demonstrated experience leading compensation cycles independently from design through execution
• Strong expertise in market pricing, salary range development, and competitive benchmarking using major survey sources (e.g., Radford/Aon, Mercer, Willis Towers Watson)
• Advanced proficiency in Microsoft Excel, with a proven track record of building complex models and conducting deep data analysis
• A self-driven mindset with a high standard for accuracy, capable of managing competing priorities and delivering quality work with minimal oversight in an ambiguous environment
• Excellent communication and critical thinking skills, with the ability to present complex compensation concepts clearly to non-compensation audiences
• Bachelor's degree in Human Resources, Business Administration, or a related field; an advanced degree or CCP (Certified Compensation Professional) designation is a plus
• Experience managing global compensation programs
• Prior compensation experience in the manufacturing, aerospace, airline, or automotive sectors

What the job involves

• We’re looking to hire a Senior Compensation Manager to join the Total Rewards team
• Lead end-to-end compensation cycles—including annual merit, promotion, and off-cycle processes—from initial planning and modeling through to execution and communication
• Develop and maintain global salary range structures through rigorous market pricing, survey participation, and ongoing competitive benchmarking
• Partner with senior leaders, HRBPs, Finance, and Legal to drive compensation program design, governance, and delivery
• Provide strategic thought partnership on broad-based compensation topics, including job architecture, pay equity, and incentive plan design
• Translate complex data into clear, actionable insights and effectively communicate compensation philosophies to leaders and managers at all levels
• Manage multiple priorities simultaneously with a hands-on, delivery-focused approach in a fast-paced, high-growth environment