What are the responsibilities and job description for the Compensation Manager position at SGS Consulting?
Oversees and manages the operational aspects of ongoing projects and serves as liaison between project management and planning, project team, and line management. Reviews status of projects and budgets, manages schedules, and prepares status reports. Assesses project issues and develops resolutions to meet productivity, quality, and client-satisfaction goals and objectives. Develops mechanisms for monitoring project progress and for intervention and problem solving with project managers, line managers, clients and other stakeholders.
Summary:
Client Department s mission is to inspire and empower our workforce to advance the Laboratory's mission through dedicated stewardship, and a commitment to recruitment and development.
Reporting to the Compensation Manager, the Compensation Specialist will lead and execute critical compensation projects on a contract basis. This role is ideal for a seasoned professional with deep expertise in total rewards, job architecture, and pay structure design, who thrives in a fast-paced, project-oriented environment.
Responsibilities:
The Specialist will be responsible for one or more of the following project areas, depending on the organization s needs:
General Compensation Support.
Develop and implement compensation programs, policies, and procedures that align with client Laboratory s compensation philosophy.
Ensure compliance with federal and state compensation regulations.
Project Work: Job Architecture Design
Redesign and enhance the job architecture framework, including job families, career levels, title governance, and FLSA classifications, ensuring consistency and scalability.
Conduct in-depth analysis of salary grade and band structures, benchmarking against market data and ensuring internal equity.
Model the financial impact of proposed changes and develop transition strategies.
Create compensation administration guidelines, toolkits, and manager resources.
Lead communication and change management efforts to ensure successful adoption of compensation initiatives
Required Qualifications:
8 years of progressive experience in compensation, including hands-on expertise in job analysis, job leveling, salary structure design and market pricing.
Project coordination experience (managing timelines, cross functional teamwork, executing project deliverables)
Bachelor s degree in Human Resources, Business, Finance, or a related field (Master s degree preferred).
Proven track record of delivering complex compensation projects in a fast-paced environment.
Proficiency with major compensation survey platforms (e.g., Radford/AON, Mercer, Pearl Meyer, TSG).
Advanced Microsoft Excel skills, including financial modeling, pivot tables, and statistical analysis.
Analytical and Communication Skills
Strong ability to analyze data, develop insights, and present findings and recommendations to HR leadership and executive audiences.
Preferred Qualifications:
Certifications: CCP (Certified Compensation Professional) designation is strongly preferred.
Technical Tools: Experience with HRIS and compensation management platforms (e.g., SAP, SuccessFactors, Payscale MarketPay).
Compliance Knowledge: Familiarity with federal and state compensation compliance requirements.
Industry Experience: Experience working in an FFRDC or government contractor environment is highly desirable.
Salary : $75 - $85