compensation manager jobs

Job Description:

Overview

The Manager, Compensation & Analytics oversees the development, administration, and continuous improvement of compensation programs and workforce analytics. Reporting to the Chief Human Resources Officer, this role provides strategic and operational leadership to ensure pay programs, job structures, and reporting practices align with the firm’s business objectives. The Manager serves as a key partner to HR and business leaders, delivering data-driven insights that inform workforce planning, pay decisions, and organizational effectiveness.

Key Responsibilities

• Lead day-to-day operations of the compensation and workforce analytics functions, ensuring accuracy, timeliness, and data integrity.

• Partner with the Compensation team to design and maintain competitive pay structures, salary ranges, and incentive programs across multiple markets.

• Oversee development and maintenance of job architecture, career path frameworks, and job evaluation standards.

• Manage compensation cycles—including merit, bonus, and market adjustments—by coordinating data preparation, analysis, and Workday system setup.

• Direct HR data reporting and analytics, including turnover, headcount, and workforce metrics; translate data into actionable insights for leadership.

• Lead and review market pricing, internal equity, and benchmarking analyses to ensure pay competitiveness and consistency.

• Provide analytical and consultative support to HR Business Partners and business leaders to guide compensation decisions and organizational planning.

• Monitor and ensure compliance with pay-related laws and regulations, maintaining awareness of evolving compensation trends and best practices.

• Mentor and develop team members, fostering a culture of analytical excellence, collaboration, and continuous improvement.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.

• CCP (Certified Compensation Professional) certification preferred.

• 7+ years of progressive compensation or total rewards experience, including leadership of compensation or analytics professionals.

• Strong technical expertise in Workday Advanced Compensation and HR analytics/reporting tools.

• Advanced proficiency in Excel, data visualization platforms, and compensation benchmarking tools.

• Proven analytical, organizational, and communication skills with the ability to present complex data in a clear, actionable way.

• Demonstrated success partnering across HR, Finance, and business functions to develop effective compensation and analytics solutions.

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EEO Statement:

All qualified applicants for Pape-Dawson Engineers will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.