Compensation Manager

As a member of the Talent Management Department, the Compensation Manager is responsible for managing the design, implementation, and administration of the Firm’s compensation programs. This role ensures that compensation practices are competitive, equitable, and aligned with the firm’s strategic goals.

ESSENTIAL FUNCTIONS:

• Compensation Program Management: 
  • Design, implement, and maintain competitive salary structures that align with the Firm’s compensation philosophy and business objectives.
  • Administer and manage the firm’s compensation programs, including base salary structures, bonus plans, and market adjustments. 
  • Conduct regular benchmarking and market analysis to ensure competitive pay practices. 
  • Support the annual compensation review process, including merit increases and market adjustments. Provide data preparation, analysis, and reporting. 
• Job Evaluation & Market Pricing: 
  • Evaluate new and existing roles to determine appropriate compensation levels. 
  • Review job descriptions, determine FLSA status, and ensure alignment with compensation structures. 
  • Oversee survey participation; evaluate current surveys and recommend new ones.
  • Partner with HR Business Partners, Talent Acquisitions, and department leaders to ensure internal equity and external competitiveness. 
• Data Analysis & Reporting: 
  • Analyze compensation data and trends to support decision-making and strategic planning. 
  • Prepare compensation reports, dashboards, and presentations for HR leadership and firm management. 
  • Monitor pay equity and support compensation initiatives. 
• Compliance & Policy: 
  • Ensure compliance with all applicable compensation-related laws and regulations (e.g., FLSA, pay transparency laws). 
  • Maintain compensation policies and documentation in accordance with firm standards and legal requirements. 
  • Keep abreast and identify industry changes and trends and recommend program enhancements.
• Compensation System Implementation:
  • Lead the implementation and configuration of the compensation module within the HR system, ensuring accurate integration with other HR processes and data.
  • Collaborate with HRIS and IT teams to test, troubleshoot, and optimize system functionality for compensation programs.
  • Assist with training HR and management teams on system usage and best practices for compensation administration.
• Collaboration & Communication: 
  • Partner with Talent Acquisition, Finance, and HR teams to support hiring, promotions, and compensation planning. 
  • Provide guidance and training to HR staff and managers on compensation policies and practices. 
  • Support compensation-related projects, including system implementations and process improvements. 

ADDITIONAL FUNCTIONS:

• Other duties and projects, as assigned.

QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS, AND ABILITIES):

Education:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field (Master’s or MBA preferred).

Experience:

• 5 years of experience in compensation, preferably in a law firm or large professional services environment. 

Knowledge, Skills, & Abilities:

• Strong knowledge of compensation principles, job evaluation, and market pricing methodologies. 
• Knowledge of federal, state, and local compensation regulations.
• Advanced Excel skills and proficiency in compensation analysis tools with HRIS systems (e.g., UKG, Workday, MarketPay, Radford). 
• Excellent analytical skills with the ability to interpret complex data and provide actionable insights.
• Excellent communication and stakeholder management skills.
• Strong organizational skills and ability to manage multiple projects and meet deadlines in a fast-paced environment.
• Exceptional interpersonal skills and ability to handle sensitive and confidential information.
• CCP (Certified Compensation Professional) or similar certification is a plus. 

WORK ENVIRONMENT & PHYSICAL DEMANDS:

This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

PHYSICAL REQUIREMENTS

Sedentary work: Exertion of physical strength to lift, carry, push, pull, or otherwise move objects up to 10 pounds. Work involves sitting most of the time.  Walking and standing is often necessary in carrying out job duties.

VISUAL ACUITY

Worker is required to have close visual acuity to perform an activity such as:  preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.

DISCLAIMER

Fox Rothschild LLP is under no obligation to provide sponsorship for this position. Applicants must be currently authorized to work in the United States on a full-time basis now and in the future.

The above is intended to describe the general content of and requirements for the performance of this job.  It is not a contract or employment agreement and is not to be construed as an exhaustive statement of all functions, responsibilities, or requirements the employee may be required to perform, and the employee may be required to perform additional duties. Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will.  Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation.  If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position.