Compensation Manager

Sedgwick

About The Position

By joining Sedgwick, you'll be part of something truly meaningful. It’s what our 33,000 colleagues do every day for people around the world who are facing the unexpected. We invite you to grow your career with us, experience our caring culture, and enjoy work-life balance. Here, there’s no limit to what you can achieve. Newsweek Recognizes Sedgwick as America’s Greatest Workplaces National Top Companies Certified as a Great Place to Work® Fortune Best Workplaces in Financial Services & Insurance Compensation Manager PRIMARY PURPOSE: The Compensation Manager responsible for the day-to-day activities of the compensation department. This role manages project planning and analysis relating to compensation program revision, development and/or redesign, and provides analytical expertise to colleague resources (CR) through guidance and interpretation of various compensation policies. ESSENTIAL FUNCTIONS and RESPONSIBILITIES Leads and oversees the daily operations of the Compensation function, ensuring effective administration of compensation policies, programs, and guidelines. Provides direction, training, and consultative support to the CR team, line management, and senior leadership. Oversees the development and maintenance of job descriptions, job evaluations, salary structures, and supporting compensation systems. Ensures regulatory compliance for all compensation programs and practices, including ongoing adherence to FLSA and other applicable federal, state, and local regulations. Manages market pricing processes, including internal equity analysis and benchmarking of positions to external market data using standardized compensation surveys. Provides expert recommendations to leadership regarding base pay, grade assignment, total compensation opportunity, and hiring ranges. Leads high‑level and detailed compensation analyses, including assessments related to job groups, pay equity, geographic differentials, and organizational impacts. Translates analytical findings into actionable insights for leadership decision‑making. Manages and contributes to complex compensation initiatives and projects, including the design, revision, and implementation of compensation programs. Provides project leadership and partners with internal and external stakeholders to ensure successful execution. Ensures consistent and compliant administration of compensation programs, including incentive compensation, sales compensation, annual merit and bonus cycles, geographic and shift differentials, and other pay programs, in alignment with established policies and governance standards. Partners in administration of the annual merit and bonus cycles, including planning, administration, reporting, and communication to stakeholders. Leads the participation of compensation surveys and special studies to maintain competitive market positioning. May lead the development of custom or market‑specific surveys, including defining target audiences, managing communications, overseeing data collection, conducting analysis, and presenting results and recommendations. Partners strategically with HRIS and analytics teams to define appropriate compensation metrics and ensure timely, accurate, and meaningful reporting to support leadership decision‑making and evaluation of compensation program effectiveness. Maintains professional expertise and external perspective by actively engaging in professional associations and staying current on compensation trends, market practices, and legislative or regulatory developments impacting total rewards. ADDITIONAL FUNCTIONS and RESPONSIBILITIES Performs other duties as assigned. Travel as required. SUPERVISORY DUTIES Administers company personnel policies in all areas and follows company staffing standards and training recommendations. Interviews, hires and establishes colleague performance development plans; conducts colleague performance discussions. Provides support, guidance, leadership and motivation to promote maximum performance.

Requirements

Bachelor's degree from an accredited college or university with concentration in Human Resources, Business, or Finance preferred.
Eight (8) years of experience in the compensation field or equivalent combination of education and experience required.
Compensation experience in market pricing, pay structures, incentives, job architecture, and pay equity principles.
Strong analytical judgment, with the ability to interpret compensation data, assess cost and risk, and make defensible recommendations.
Consultative communication skills, translating complex pay concepts into clear, business‑focused guidance for leaders and HR partners.
Systems and governance understanding, including how compensation programs, policies, and tools work together to drive consistency and control.
People leadership capability, with the ability to coach, develop, and quality‑check the work of others.
Advanced analytical and technical proficiency, including strong Excel and broader compensation system and reporting tools.
Effective planning and prioritization skills, managing multiple and shifting priorities in a deadline‑driven environment.
Strong interpersonal and influencing skills, demonstrating professionalism, discretion, and sound judgment in sensitive matters.
Clear and conceptual thinking ability; excellent judgment, troubleshooting, problem solving, analysis, and discretion; ability to handle work-related stress; ability to handle multiple priorities simultaneously; and ability to meet deadlines
Computer keyboarding, travel as required
Hearing, vision and talking

Nice To Haves

Certified Compensation Professional certification preferred.
International compensation experience preferred.

Responsibilities

Leads and oversees the daily operations of the Compensation function, ensuring effective administration of compensation policies, programs, and guidelines.
Provides direction, training, and consultative support to the CR team, line management, and senior leadership.
Oversees the development and maintenance of job descriptions, job evaluations, salary structures, and supporting compensation systems.
Ensures regulatory compliance for all compensation programs and practices, including ongoing adherence to FLSA and other applicable federal, state, and local regulations.
Manages market pricing processes, including internal equity analysis and benchmarking of positions to external market data using standardized compensation surveys.
Provides expert recommendations to leadership regarding base pay, grade assignment, total compensation opportunity, and hiring ranges.
Leads high‑level and detailed compensation analyses, including assessments related to job groups, pay equity, geographic differentials, and organizational impacts.
Translates analytical findings into actionable insights for leadership decision‑making.
Manages and contributes to complex compensation initiatives and projects, including the design, revision, and implementation of compensation programs.
Provides project leadership and partners with internal and external stakeholders to ensure successful execution.
Ensures consistent and compliant administration of compensation programs, including incentive compensation, sales compensation, annual merit and bonus cycles, geographic and shift differentials, and other pay programs, in alignment with established policies and governance standards.
Partners in administration of the annual merit and bonus cycles, including planning, administration, reporting, and communication to stakeholders.
Leads the participation of compensation surveys and special studies to maintain competitive market positioning.
May lead the development of custom or market‑specific surveys, including defining target audiences, managing communications, overseeing data collection, conducting analysis, and presenting results and recommendations.
Partners strategically with HRIS and analytics teams to define appropriate compensation metrics and ensure timely, accurate, and meaningful reporting to support leadership decision‑making and evaluation of compensation program effectiveness.
Maintains professional expertise and external perspective by actively engaging in professional associations and staying current on compensation trends, market practices, and legislative or regulatory developments impacting total rewards.
Performs other duties as assigned.
Travel as required.
Administers company personnel policies in all areas and follows company staffing standards and training recommendations.
Interviews, hires and establishes colleague performance development plans; conducts colleague performance discussions.
Provides support, guidance, leadership and motivation to promote maximum performance.