Compensation Manager, Programs & Design

Job Description

The Manager, Compensation Programs & Design is responsible for the development, implementation, governance, and continuous improvement of enterprise compensation programs and frameworks that support the organization's compensation philosophy, talent strategy, and business objectives. This role serves as the lead architect for compensation program design, job architecture, salary structure development, incentive plan design and administration, pay transparency readiness, and compensation governance.

The position partners closely with Compensation Leadership and Business Partners, Finance, Workforce Planning & Staffing, Employee Development, and business leadership to ensure compensation programs are competitive, scalable, compliant, and aligned with organizational growth objectives. The Manager, Compensation Programs & Design will report into the Director, Compensation.

Responsibilities

Key ResponsibilitiesCompensation Program Design & Governance

• Lead the design, enhancement, and administration of compensation programs, policies, and guidelines.
• Develop and maintain governance processes that ensure compensation decisions are consistent, equitable, and aligned with company philosophy.
• Evaluate market trends and emerging compensation practices to recommend program enhancements.
• Establish and maintain compensation policies supporting promotions, transfers, geographic differentials, salary adjustments, allowances, retention programs, and incentive plans.
  
  
  

Job Architecture & Career Frameworks

• Lead enterprise job architecture initiatives, including job family development, leveling frameworks, and career progression models.
• Maintain job evaluation methodologies and governance standards.
• Partner with Compensation Business Partners and business leaders to ensure consistent application of leveling criteria across all functions.
• Support workforce planning initiatives through effective role classification and organizational design principles.
  
  
  

Salary Structures & Market Competitiveness

• Design and maintain salary structures, pay grades, and geographic differentials.
• Conduct market analysis and assess competitiveness of compensation programs.
• Recommend salary structure updates based on market movement, business needs, and compensation strategy.
• Ensure compensation programs support attraction and retention of critical talent in engineering, project management, executive leadership, and corporate functions.
  
  
  

Incentive Program Management

• Partner with leadership to design and administer annual incentive and project-based incentive programs.
• Develop incentive plan documentation, governance controls, and participant communications.
• Conduct financial modeling and program effectiveness analyses.
• Evaluate incentive plan outcomes and recommend improvements.
  
  
  

Pay Equity, Transparency & Compliance

• Lead pay equity reviews and support remediation efforts as necessary.
• Support pay transparency initiatives and related program design efforts.
• Ensure compensation programs comply with federal, state, provincial, and applicable international regulations.
• Maintain documentation supporting compensation governance and audit readiness.
  
  
  

Analytics & Continuous Improvement

• Analyze compensation program effectiveness utilizing internal and external data.
• Develop dashboards, metrics, and reporting to support compensation decision-making.
• Identify opportunities for automation, standardization, and process efficiency.
• Support annual compensation planning activities, including merit and incentive programs.
  
  
  

Leadership Responsibilities

• Manage and develop Compensation Analysts and Senior Analysts within the Programs & Design function.
• Provide guidance and consultation on complex compensation matters.
• Lead cross-functional project teams supporting compensation initiatives.
• Build strong partnerships across Compensation, Benefits, Payroll, Finance, Legal, Workforce Planning & Staffing, Employee Development, and business leadership.
  
  
  

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field required.
• Master's degree preferred.
  
  
  

Experience

• 8 years progressive compensation experience.
• 3 years managing compensation programs, job architecture, or broad-based compensation initiatives.
• Experience supporting engineering, construction, EPC, energy, industrial, or project-based organizations preferred.
• Strong experience with compensation survey analysis, salary structure design, and job evaluation methodologies.
  
  
  

Preferred Certifications

• Certified Compensation Professional (CCP)
• Global Remuneration Professional (GRP)
• SHRM-SCP or SPHR
  
  
  

Critical CompetenciesTechnical Expertise

• Job Architecture & Leveling
• Salary Structure Design
• Compensation Governance
• Incentive Program Design
• Market Pricing
• Pay Equity Analysis
• Compensation Analytics
  
  
  

Leadership Competencies

• Strategic Thinking
• Influencing & Consultation
• Project Leadership
• Executive Communication
• Change Management
• Business Acumen
  
  
  

Success Measures

The Manager, Compensation Programs & Design will be evaluated on:

• Enterprise adoption and governance of job architecture
• Salary structure competitiveness and effectiveness
• Compensation policy compliance and consistency
• Timely delivery of compensation program initiatives
• Reduction in compensation exceptions and governance issues
• Pay equity and transparency readiness
• Stakeholder satisfaction
• Process automation and operational efficiency improvements