Job Description

Our client, a professional services firm is seeking a Compensation Manager. This role is in Midtown West on a hybrid, 3 day a week schedule.

The Compensation Manager will lead the administration, analysis, and ongoing development of the organization’s compensation programs. This role will partner closely with Human Resources and business leadership to support competitive, equitable, and consistent pay practices across the organization.

The position will be responsible for compensation benchmarking, salary structures, job evaluation, annual merit and bonus planning, incentive programs, pay equity analysis, and compensation-related reporting. The ideal candidate will be highly analytical, strategic, and comfortable translating market data into practical recommendations for leadership.

Key Responsibilities

• Lead annual compensation planning processes, including merit increases, promotions, bonuses, and incentive programs
• Conduct market analysis and benchmarking to assess competitiveness and support pay decisions
• Maintain and evaluate salary structures, job levels, and compensation frameworks
• Advise HR and business leaders on compensation decisions related to hiring, promotions, transfers, and market adjustments
• Support compensation budgeting, forecasting, and cost analysis
• Participate in salary surveys and use market data to develop recommendations
• Monitor pay equity, pay transparency, and other compensation-related compliance requirements
• Maintain compensation data, reporting, controls, and documentation within HR systems
• Identify opportunities to improve compensation processes, tools, and workflows
• Lead compensation-related projects and communicate recommendations to key stakeholders
• Support broader workforce planning and talent initiatives as needed

Qualifications

• Bachelor’s degree in Human Resources, Finance, Business, or a related field preferred
• 5–8 years of progressive compensation experience
• Experience managing or leading compensation programs and annual planning cycles
• Strong knowledge of market pricing, salary structures, job evaluation, bonus programs, and pay equity
• Demonstrated experience with annual merit and incentive processes
• Strong analytical skills with the ability to interpret complex data and make clear recommendations
• Advanced Excel skills and experience working with HRIS or compensation systems
• Experience using compensation survey data and benchmarking tools
• Strong communication, project management, and stakeholder management skills
• Ability to manage multiple priorities in a fast-paced environment
• High level of judgment, discretion, and attention to detail

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