What are the responsibilities and job description for the Compensation Manager position at PEPL?
PEPL has been engaged to place a Compensation Manager for a client HQ in Atlanta seeking a leader to build a compensation framework alongside competitive total rewards programs. This is an exciting opportunity to join a well established firm with the opportunity to build and implement competitive compensation structures. This role will be onsite with the corporate team in the Atlanta office.
Key Responsibilities
- Administer compensation strategies, policies, and programs that support organizational goals and comply with federal, state, and local regulations.
- Manage the annual merit and bonus planning cycles, including analysis, modeling, and implementation, partnering with HR leadership on final program decisions and executive recommendations.
- Maintain company-wide job architecture and salary structures to ensure internal equity and external competitiveness.
- Develop and maintain compensation guidelines, manager tools, and training materials covering offers, promotions, internal moves, ranges, and FAQs.
- Manage compensation systems, market surveys, and benchmarking studies; analyze market data to recommend updates to pay grades, salary ranges, and job classifications.
- Maintain HR system job/compensation tables and related data, partnering with HRIS/People Analytics on system enhancements and reporting automation.
- Prepare dashboards, analytics, and reports, presenting insights and recommendations to HR, department heads, and executive leadership.
- Own compensation data integrity (job codes, grades, ranges, eligibility rules) and coordinate audits and corrections.
- Ensure compliance with compensation-related regulations, including FLSA, pay transparency laws, the Davis-Bacon Act, and state wage laws; recommend remediation plans as needed.
- Maintain compensation documentation, processes, and governance policies, including exception tracking and audit readiness.
- Monitor pay compression and internal equity risks.
- Serve as a trusted advisor to HR Business Partners and leaders on compensation decisions, job evaluations, and offers.
- Support workforce planning, project teams, new business areas, and large-scale hiring initiatives with compensation guidance.
- Partner with Talent Acquisition on competitive offers, negotiation strategy, hiring ranges, and internal equity review for promotions and transfers.
- Design and implement process and system enhancements, incorporating input from key stakeholders.
- Establish and maintain compensation approval workflows and guardrails, such as ranges, exceptions, and documentation.
Qualifications
Required:
- Bachelor's degree in human resources, business administration, finance, or a related field.
- 5 years of progressive compensation experience, including at least 2 years managing compensation programs.
- Strong analytical skills with advanced proficiency in Excel and HRIS platforms.
- Experience administering job evaluation, salary structures, and market pricing.
- Working knowledge of FLSA, pay transparency laws, and general compensation compliance.
Preferred:
- CCP (Certified Compensation Professional) certification, or progress toward it.
- Experience supporting workforces across multiple states.