Compensation Manager

mSupply•Houston, TX

1d•Onsite

About The Position

mSupply is North America’s leading distributor of OEM repair parts and equipment, serving professionals in the appliance, HVAC, plumbing, commercial kitchen and pool/spa industries. Headquartered in St. Louis, MO, mSupply is a multi-billion dollar enterprise offering an extensive product range, industry expertise and seamless service. With more than 2,000 associates across the U.S. and Canada, mSupply’s family of brands delivers with speed, reliability and precision through its branches, distribution centers and extensive fleet of delivery vehicles. Shipped orders reach 93% of U.S. customers via next-day ground delivery and 100% within two days. For more information, visit mSupply.com. The Compensation Manager is responsible for the strategic design, development, implementation, and administration of the organization’s compensation programs. This role ensures compensation practices are competitive, equitable, scalable, and aligned with the company’s business objectives, talent strategy, and financial goals. The Compensation Manager partners closely with executive leadership, HR business partners, finance, and talent acquisition to drive compensation strategies that support attraction, retention, engagement, and performance across the organization. This role will lead the development and evolution of the organization’s compensation structure and job architecture to support a high-performing, growth-oriented workforce.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or related field required.
10+ years of progressive compensation and total rewards experience.
5+ years of leadership experience managing compensation programs and/or teams.
Proven experience designing and implementing enterprise-wide compensation structures, salary architecture, pay bands, and job leveling frameworks.
Deep expertise in compensation strategy, market analysis, salary structures, and incentive design.
Demonstrated expertise building scalable compensation structures and compensation frameworks that support organizational growth, market competitiveness, and internal equity.
Strong analytical and financial modeling skills.
Advanced knowledge of compensation laws and regulatory requirements.
Excellent communication and executive presentation skills.
Ability to influence and build relationships across all organizational levels.
Strong project management and organizational skills.
Proficiency with HRIS systems, compensation tools, and Payscale.
Experience leveraging AI-enabled HR technologies, analytics tools, and automation to improve compensation processes, reporting, and decision-making.
Ability to use data visualization, predictive analytics, and emerging AI tools to identify compensation trends and workforce insights.
Familiarity with AI governance, data privacy, and ethical considerations in HR and compensation practices.

Nice To Haves

Experience designing compensation programs in a complex, multi-site, or high-growth organization preferred.
Experience partnering with executive leadership on strategic compensation matters.
Experience designing and administering sales compensation and incentive plans preferred.
Experience with bonus accrual modeling and financial forecasting preferred.
Certified Compensation Professional (CCP)
SHRM-SCP or SPHR preferred

Responsibilities

Develop and lead enterprise-wide compensation strategies aligned with organizational goals and market competitiveness.
Design and manage base pay, incentive, bonus, commission, and equity compensation programs where applicable.
Lead the design, implementation, and ongoing management of compensation structures, salary bands, pay ranges, and job architecture frameworks.
Evaluate and enhance compensation structures, salary bands, job architecture, and pay practices.
Lead annual compensation planning processes including merit increases, promotions, bonuses, and market adjustments.
Ensure compensation programs support internal equity, performance differentiation, and talent retention.
Build and model sales variable pay plans, including sales commissions, annual bonuses, and spot compensation.
Experience building bonus accruals.
Conduct market pricing and compensation benchmarking using Payscale and labor market data.
Monitor compensation trends, regulatory changes, and emerging best practices.
Provide recommendations to leadership on compensation positioning and competitiveness.
Analyze compensation data and metrics to support informed decision-making.
Serve as a trusted advisor to senior leadership and HR teams on compensation-related matters.
Partner with Talent Acquisition on offers for key and executive-level hires.
Support organizational design initiatives, restructures, and workforce planning activities.
Provide guidance on compensation implications for promotions, reorganizations, and acquisitions.
Ensure compliance with federal, state, and local compensation regulations including FLSA, pay transparency, equal pay, and wage and hour laws.
Develop and maintain compensation policies, procedures, and governance frameworks.
Support pay equity analyses and corrective action planning as needed.
Prepare materials and reporting for executive leadership and, if applicable, compensation committees.
Lead, mentor, and develop compensation team members.
Establish priorities, goals, and performance expectations for the compensation function.
Foster a culture of collaboration, accountability, and continuous improvement.
Oversee compensation-related HR systems, tools, and reporting capabilities.
Drive process improvements and automation initiatives to increase efficiency and data accuracy.
Collaborate with HRIS and Finance teams to ensure integrity of compensation data.