Compensation Manager

CECO Environmental•Addison, TX

1d•Onsite

About The Position

CECO Environmental is a global leader in providing sustainable solutions for industrial air, water, and energy transition. Since 1966, we’ve been addressing the world’s most pressing environmental challenges. Our mission is to protect people, the environment, and industrial equipment, making a tangible impact across industries like renewable energy, semiconductor manufacturing, power generation, and water treatment. As a purpose-driven company, we foster a culture of innovation, collaboration, and integrity, ensuring that every project we undertake creates lasting positive change. At CECO, you’ll be part of a growing, dynamic team committed to a cleaner, safer, and more sustainable future. We are proud to share that CECO was named one of Newsweek’s America’s Greatest Companies for 2025 and that Forbes recognized CECO as one of America’s Most Successful Small‑Cap Companies for 2026, marking our third consecutive year on the Forbes list. CECO Environmental is a publicly traded company on the NASDAQ under the ticker CECO, reflecting our strong growth, financial performance, and commitment to delivering value to shareholders. The Compensation Manager owns the design, delivery and governance of CECO's compensation programs across all countries and brands, and runs the company's equity programs end to end. Reporting to the Director, Total Rewards, this is a senior individual contributor role. It sets methodology, makes compensation recommendations and decisions within established guidelines, and serves as the primary compensation advisor to HR Business Partners, Talent Acquisition and business leaders. This role can be onsite in Addison, TX, Austin, TX, or Houston, TX.

Requirements

Bachelor's degree in Human Resources, Finance, Economics, Accounting or a related field, or equivalent experience.
7+ years of progressive compensation experience, including at least 3 years administering equity programs at a publicly traded company.
Experience with job evaluation, survey matching and salary structure design.
Multi-country compensation experience; experience in a multi-entity or acquisitive organization preferred.
Advanced Excel and financial modeling skills; experience with stock plan administration platforms and HRIS compensation modules.
Industrial manufacturing or engineering industry experience a plus.
CCP, CEP, GRP or similar preferred.

Nice To Haves

Industrial manufacturing or engineering industry experience a plus.
CCP, CEP, GRP or similar preferred.

Responsibilities

Own the annual compensation cycle (merit, bonus and equity refresh) globally: set the timeline, build budget and allocation models, configure tools, and deliver final recommendations to the Director, Total Rewards.
Evaluate, level and price new and existing jobs against market data; maintain the job architecture and set the methodology used to apply it consistently across all brands and countries.
Manage the salary survey portfolio, including participation, job matching and data submission; recommend salary structure updates based on results.
Advise HR Business Partners and Talent Acquisition on offers, promotions and off-cycle adjustments; approve recommendations within established guidelines and escalate exceptions.
Conduct pay equity reviews, identify root causes and recommend remediation.
Design and implement program and policy improvements; write and maintain compensation policies and guidelines.
Monitor pay transparency and compensation-related legal requirements in the countries where CECO operates, partnering with Legal and local HR to keep programs compliant.
Develop and deliver training on compensation practices for HR Business Partners, Talent Acquisition and people leaders.
Administer all equity programs (RSUs, PSUs, stock options, ESPP) enterprise-wide, including grants, vesting, releases, exercises, ESPP enrollment and purchases, and participant communications; own the relationship with the stock plan administrator.
Model annual and off-cycle grants; prepare burn rate, overhang and share utilization analyses for leadership and Compensation Committee materials.
Prepare data for the proxy statement compensation tables and equity plan disclosures, and support Section 16 reporting in partnership with Legal.
Partner with Payroll and Finance on equity tax reporting, W-2 reconciliation, ISO information returns and equity expense data.
Lead equity treatment for employees joining through acquisitions, including plan conversions and participant onboarding.
Own compensation and equity data integrity across HRIS, payroll and stock plan systems; build recurring reporting and analysis on pay trends, cost and program effectiveness.
Maintain process documentation and controls to support audit readiness and operational continuity.