Compensation Lead

Midmark Corporation•Versailles, OH

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 recommendations on compensation decisions and practices. It independently manages established programs, resolves complex compensation matters, and identifies improvement opportunities, while partnering with the Director, Compensation and Benefits on program design and strategic initiatives. The position provides leadership, coaching, and guidance through influence across HR and business stakeholders, with no direct reports. Midmark requires employees to be legally authorized to work in the United States and does not provide work-authorization sponsorship for this position. The role is offered with a wage and benefits package for full-time employees.

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.
Experience with sales incentive compensation strongly preferred.
Comprehensive knowledge of compensation administration, salary structures, job evaluation, and market pricing methodologies.
Working knowledge of sales incentive compensation plans and related modeling.
Advanced analytical and problem-solving skills, including interpreting complex data, evaluating alternatives, and developing well-supported recommendations.
Independent judgment and initiative; ability to manage competing priorities and resolve complex compensation matters with limited direction.
Business acumen, including the ability to consider business priorities, financial implications, and organizational objectives in compensation recommendations.
Strong communication, consultation, and interpersonal skills, including explaining complex compensation matters and influencing decisions across organizational levels.
Project management and continuous improvement skills, including improving processes and leveraging technology such as artificial intelligence.
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.
Legally authorized to work in the United States; work-authorization sponsorship is not provided.

Nice To Haves

Bachelor’s degree in human resources, finance, business administration, or a related field.
Demonstrated experience independently administering compensation programs, conducting market pricing and job evaluations, and developing compensation recommendations.
Experience with sales incentive compensation.
Certified Compensation Professional (CCP) or Certified Sales Compensation Professional (CSCP) certification.

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 balancing external competitiveness and internal equity.
Administer sales compensation plans and related processes, partnering with Sales, Sales Operations, Finance, and HR on modeling, implementation, communication, issue resolution, and improvement recommendations.
Serve as the primary compensation advisor to HR Business Partners and business leaders by independently evaluating compensation matters and developing practical, well-supported recommendations.
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 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.