Compensation Manager

Our client, a leading organization, is looking for a Compensation Manager to start right away.

Location: New York, NY

• Design, implement, and continuously enhance compensation structures, salary ranges, and short-term incentive plans.
• Act as a trusted advisor to HR Business Partners and senior leaders on complex compensation issues, including hiring offers, promotions, salary adjustments, and organizational changes.
• Manage critical aspects of the annual compensation planning process, such as data preparation, financial modeling, budgeting support, system execution, and executive-level insights.
• Lead job evaluation and market-pricing activities to ensure alignment with internal equity, external competitiveness, and business needs.
• Analyze compensation data, workforce trends, and market practices to provide actionable recommendations for leadership and program improvements.
• Collaborate with HR, Finance, Payroll, and Operations to ensure accurate and timely execution of compensation programs, including incentive and bonus payments.
• Oversee compensation operations and related system processes, focusing on accuracy, efficiency, controls, and scalability.
• Participate in compensation surveys and benchmarking initiatives, translating findings into actionable insights and recommendations for leadership.
• Develop and deliver training, tools, and communications to enhance compensation knowledge and decision-making among HR and business leaders.
• Serve as an expert on compensation policies, programs, processes, and governance during annual planning cycles and throughout the year.
• Ensure compliance with federal, state, and local compensation laws and regulations, including the Fair Labor Standards Act, Equal Pay Act, and pay-transparency requirements.
• Identify and mitigate compensation-related risks through regular audits, data reviews, process controls, and governance practices.
• Drive continuous improvement by identifying opportunities to streamline processes, improve data integrity, and adopt leading market practices.
• Lead and support special compensation initiatives, including program design, global harmonization, organizational changes, and system or process enhancements.

• Six or more years of progressive experience in compensation or total rewards.
• Proven experience managing key components of annual compensation cycles and advising senior stakeholders on complex pay decisions.
• Experience with compensation processes, data management, and handling mass-data transactions.
• Strong understanding of compensation principles, market practices, and relevant employment and pay regulations.
• Experience in designing, administering, or evaluating short-term incentive programs.