Compensation & Equity Manager

Solaris Energy Infrastructure•Houston, TX

About The Position

Solaris Energy Infrastructure, Inc. (NYSE:SEI) provides scalable equipment-based solutions for use in distributed power generation as well as the management of raw materials used in the completion of oil and natural gas wells. Headquartered in Houston, Texas, Solaris serves multiple U.S. end markets, including energy, data centers, and other commercial and industrial sectors. We are looking for a hands-on Manager of Compensation & Equity to join our growing People team and help shape how we pay and reward our employees. Reporting to the VP, Human Resources, you will play a central role in building out our compensation infrastructure — from conducting market analyses and managing survey participation to supporting equity administration and partnering with HR Business Partners on day-to-day compensation decisions.

Requirements

Bachelor’s degree in Human Resource Management, Accounting, Business Administration, or similar discipline
5+ years of experience in compensation, with proven experience in compensation program design, job architecture, and pay equity analysis within a publicly traded company
Demonstrated expertise in market analysis and survey participation across complex, multi-workforce organizations with hourly, office-based exempt, and executive employee populations
Experience supporting executive compensation programs, including SEC disclosure requirements and Compensation Discussion & Analysis (CD&A) support
Experience supporting or administering equity programs (stock options, RSUs, or similar)
Hands-on experience with compensation survey platforms (Radford, Mercer, WTW, or equivalent)
Familiarity with HRIS platforms (e.g., SAP SuccessFactors) and equity administration tools (e.g., Equiniti)
Strong analytical skills with proficiency in Excel; comfortable building models and presenting data clearly
Ability to manage multiple priorities and work independently in a fast-moving, environment
Clear written and verbal communication skills; able to explain compensation concepts to non-specialist audiences

Nice To Haves

CCP (Certified Compensation Professional) designation or active pursuit
Experience supporting more than one business unit or operating in a matrixed organization
Exceptional communicator – direct and transparent, skilled problem-solver with proven success in building coalitions and avoiding conflicts
Total ownership mentality – proactively identifies and removes obstacles across numerous ongoing tasks
Independent thinker – provides original thoughts and constantly asking "how can we do this better"
Innovative thinker – willingness to consider novel solutions and ability to adapt to change
Desirable teammate – impeccable character, humility, and collaborative
Relentless – aspires to contribute and achieve their full potential

Responsibilities

Lead the design and documentation of the Company’s compensation philosophy, structures, and workflows in support of our SAP SuccessFactors implementation
Partner with HR Operations and the SuccessFactors implementation team to configure and validate compensation modules, ensuring data integrity and alignment with program design
Support the ongoing maintenance of salary structures, compensation tiers, and job architecture across the Company within SuccessFactors
Assist in the development and execution of annual compensation planning cycles, including system configuration, manager communications, and reporting
Respond to compensation-related inquiries from HR Business Partners and managers, providing guidance grounded in policy and market data
Build working relationships with HR Business Partners and business leaders across all business units to understand their talent needs and compensation challenges
Apply compensation guidelines and frameworks consistently while recognizing where flexibility is needed to support different business contexts
Help identify patterns or gaps in compensation practices across the business and surface recommendations to leadership
Manage the Company participation in compensation surveys for all business units, including job matching and submission, to ensure roles are competitively positioned
Analyze survey results to assess market competitiveness across roles, levels, and geographies relevant to each business unit
Maintain the Company’s market data library and internal job matching methodology, keeping it current as the organization rapidly evolves
Produce clear, well-organized compensation benchmarking reports and analyses for HR and business leaders
Partner with the VP, Human Resources to support the executive compensation benchmarking process, including providing data to independent third-party Compensation Analyst to assist in peer group development, market analysis, and preparation of materials for Compensation Committee meetings
Partner with Legal to support the preparation of the annual Proxy Statement, including the Compensation Discussion & Analysis (CD&A), Summary Compensation Table, and related disclosures
Support PSU performance tracking, including coordination with stakeholders on performance metric certification and timely communication of award outcomes to participants
Monitor developments in executive compensation trends, governance standards, and SEC disclosure requirements, and surface relevant updates to the VP, Human Resources and Legal.
Serve as the primary point of contact with the third-party equity administration platform, managing day-to-day relationships and ensuring accurate processing of PSU and RSA grants, vesting events, and forfeitures
Maintain equity data accuracy in partnership with Legal, Finance, and the equity administration platform
Assist in preparing materials for annual equity grant awards, off-cycle retention and sign-on grants
Serve as a resource for employees and managers with questions about equity awards and plan provisions, including designing and presenting “Equity 101” training to new grant recipients
Support internal and external audit requests related to compensation and equity programs, including documentation of processes, preparation of supporting schedules, and coordination with Finance and Legal to ensure timely and accurate responses
Ensure compensation data in the HRIS is accurate, well-organized, and audit-ready
Stay current on federal, state, and local compensation-related regulations, and flag relevant changes to the team