Compensation Lead

Midmark Corporation•Versailles, OH

20h

About The Position

The Compensation Lead leads the administration, execution, and continuous improvement of Midmark’s compensation programs, including salary structures, job evaluation, market pricing, and sales compensation. The role serves as the primary compensation subject matter expert for HR and business leaders, providing consultation, analysis, and well-supported recommendations on compensation decisions and practices. The Compensation Lead independently manages established programs, resolves complex compensation matters, identifies opportunities for improvement, and partners with the Director, Compensation and Benefits on program design and strategic initiatives. The role provides leadership, coaching, and guidance through influence across HR and business stakeholders, with no direct reports. It offers the opportunity to lead compensation initiatives, collaborate with business leaders, and contribute to compensation practices that support Midmark’s teammates and business objectives.

Requirements

Bachelor’s degree in human resources, finance, business administration, or a related field preferred.
At least 5 years of progressive compensation experience, or an equivalent combination of education and experience.
Demonstrated experience independently administering compensation programs, conducting market pricing and job evaluations, and developing compensation recommendations preferred.
Comprehensive knowledge of compensation administration, salary structures, job evaluation, and market pricing methodologies.
Advanced analytical and problem-solving skills, including interpreting complex data, evaluating alternatives, and developing well-supported recommendations.
Sound independent judgment and initiative, with the ability to manage competing priorities and resolve complex compensation matters with limited direction.
Strong business acumen and ability to consider business priorities, financial implications, and organizational objectives when developing recommendations.
Strong communication, consultation, and interpersonal skills, including explaining complex compensation matters and influencing decisions across organizational levels.
Strong project management and continuous improvement skills, including the ability to improve processes and leverage technology.
Advanced proficiency in spreadsheet analysis and reporting tools; working knowledge of human capital management systems.
Working knowledge of applicable compensation-related regulatory requirements and discretion in handling confidential information.
No direct reports; provides leadership, coaching, and guidance through influence across HR and business stakeholders.

Nice To Haves

Experience with sales incentive compensation strongly preferred.
Certified Compensation Professional (CCP) or Certified Sales Compensation Professional (CSCP) certification preferred.
Working knowledge of sales incentive compensation plans and related modeling.
Experience leveraging emerging tools such as artificial intelligence.

Responsibilities

Lead administration and execution of established compensation programs, policies, and processes, ensuring accuracy, consistency, compliance, and timely delivery.
Maintain and administer salary structures and job grades, including range updates, job evaluations, market pricing, survey participation, and recommendations that balance external competitiveness and internal equity.
Administer sales compensation plans and related processes in partnership with Sales, Sales Operations, Finance, and HR, including plan modeling, implementation, communication, issue resolution, and improvement recommendations.
Serve as the primary compensation advisor to HR Business Partners and business leaders; independently evaluate compensation matters, provide guidance, and develop practical, well-supported recommendations on pay decisions and compensation practices.
Lead annual merit, equity, and incentive compensation cycles, including planning, modeling, system setup, audits, and stakeholder support.
Analyze compensation trends, internal pay equity, and program effectiveness; develop models and present findings, alternatives, and actionable recommendations to HR and business leadership.
Partner with HR systems teams and other stakeholders to maintain accurate compensation data, job information, and related processes, and identify and implement improvements to efficiency, controls, and program effectiveness.
Support the Director, Compensation and Benefits in evaluating compensation programs and developing recommendations for program design, enhancements, and strategic initiatives aligned with Midmark’s compensation philosophy and business objectives.
Provide leadership, coaching, and guidance through influence across HR and business stakeholders.