Compensation Manager

CRISTA Resources•Shoreline, WA

5d•$100,000 - $115,000•Hybrid

About The Position

The Compensation Manager at CRISTA Ministries will lead the development, implementation, and oversight of compensation strategies and structures that align with the organization's mission, stewardship principles, and operational needs. This role is responsible for ensuring market competitiveness, internal equity, and compliance with applicable laws and regulations for all CRISTA roles. The Compensation Manager will serve as the strategic and tactical compensation business partner to ministry leaders and managers, providing guidance and clarity on compensation philosophy, pay structures, and job architecture, while executing functional components of the program.

Requirements

Belief that Jesus Christ is Lord and Savior.
Is a committed Christian who is dedicated to continued spiritual growth and development as evidenced through a growing personal walk with God (e.g. daily spiritual rhythms of prayer, fellowship, Bible study, etc.).
Prayerfully seeks God’s will in their own lives and in their ministry at CRISTA.
Engages our ministry including staff and colleagues through prayer, participation in spiritual practices, leading devotionals and other spiritual practices.
Affirms, aligns with and supports CRISTA’s Statement of Faith and Christian Community Representative Statement (CCC).
Conducts themselves in a manner which reflects well on CRISTA Ministries and aligns with its mission, vision, Statement of Faith and Christian Community Representative Commitment (CCC).
Demonstrates the values of a CRISTA leader.
Bachelor’s degree in human resources or similar field
Strong understanding of market pricing, job evaluation, and pay structure design.
Knowledge of applicable employment laws and compensation compliance requirements
Minimum 3-5 years of experience in compensation strategy, analysis, or program management in a complex, matrixed, multi-site environment
Familiar with Excel Macros and other advanced Excel operations, or ability to accomplish such responsibilities with the assistance of Copilot
Strong command of PowerPoint
Familiar with Salary.com and/or other similar general salary survey data
Ability to work in a hybrid work environment, with three days on-site at our corporate HQ in Shoreline, WA on Tuesday, Wednesday and Thursday each week, with flexibility to work Mondays or Fridays in-office as required.
Ability to type at least 35 wpm using a physical keyboard
Highly motivated, self-starter, team player, with positive attitude, strong communication and relationship-building skills
Excellent analytical and quantitative skills
Strong written and verbal communication skills, including the ability to explain complex concepts to non-experts with clarity and influence
Strong project management and analytical skills with experience leading complex compensation processes across a matrixed environment; ability to prioritize multiple projects and anticipate internal customer needs by demonstrating technical and operational proficiency
Ability to 'read the room' and facilitate meetings toward decisions
High level of initiative, efficiency, and organizational awareness
Ability to provide, receive and respond to feedback in a constructive manner
Applicants must be authorized to work in the U.S. without the need for employment-based visa sponsorship now or in the future; CRISTA Ministries will not sponsor applicants for U.S. work visa status for this opportunity

Nice To Haves

Experience working in mission-driven or nonprofit organizations preferred
Experience in other cross-functional disciplines in HR, including recruitment and benefits
Certified Compensation Professional (CCP) designation or equivalent demonstrated expertise
SHRM-CP or PHR certification or similar certification or experience
Familiar with Microsoft Copilot, and how to integrate into processes and workflows while maintaining transparency, accountability and verification of output.

Responsibilities

In partnership with HR Leadership and Finance, design and maintain compensation philosophy and governance programs aligned with CRISTA’s mission and stewardship principles, including annual merit/COLA planning cycle (calendar, guidance, tools, manager training, timelines, approvals).
Develop, manage and implement compensation structures, including: salary structures, incentive and variable compensation plans, progression rules, and other pay-for-performance models (such as differentials, premiums, stipends/allowances) with consistent policy application.
Maintain consistent and reliable survey participation strategies, standard pricing methodology and inter- and intra-ministry compensation policies and expectations.
Conduct domestic market pricing analyses and benchmarking using validated survey data and aging methodologies for all CRISTA roles.
Coordinate with World Concern Leadership/HR to support international market pricing and salary structure recommendations; ensuring alignment with local HR/Finance processes and applicable local requirements.
Provide consultative offer pricing support (new hires, promotions, transfers, interim assignments, demotions), ensuring consistent range placement, internal equity, and documentation of exceptions.
Ensure internal equity and compliance with applicable compensation-related laws and requirements, including pay range disclosure and pay transparency practices.
Partner with ministry leaders to explain and teach compensation programs, concepts, and processes by defining and leading the compensation function’s operating model (intake, prioritization, service levels), effective knowledge management (SOPs, templates, decision trees, central comp playbook), and developing training and toolkits for HRBPs and leaders.
Develop and maintain manager-facing compensation communications (range guidelines, pay-setting guidelines, promotion guidance, and annual cycle communications) alongside the Director of Human Resources.
Develop and maintain job architecture, job leveling, job descriptions and physical demands analyses in alignment with organizational needs, partnering with ministry leaders and HR Business Partners in organizational/role design and architecture, including exemption analysis.
Lead compensation-related projects and initiatives, including cost and budget modeling, reporting and fiscal impact assessments in partnership with the Director of Human Resources and Finance.
Provide strategic input and tactical execution on compensation governance framework, exceptions, documentation standards, and approval workflows.
Regularly report on and monitor compensation trends and recommend and implement adjustments to maintain competitiveness and equity to HR leadership and other governance bodies (as applicable), conducting root-cause identification and remediation planning through a documented approach to internal equity decisions (including compression, inversion, incumbent adjustments and market catch-up).
Maintain recurring dashboards and analytics on compensation health (range penetration, compa-ratio, compression, turnover risk indicators) to inform leadership decisions.
Conduct regular audits on FLSA exemption, wage & hour risk checks, recordkeeping and audit readiness for compensation decisions.
Maintain confidentiality and data protection/handling controls for all compensation data.
Perform other duties as assigned.
Assist HRIS Administrator with compensation-related system administration, reporting, troubleshooting user problems and implementing new functionality.
Partner with the HRIS Administrator to review and approve Personnel Action Forms; configure compensation modules; execute mass compensation change uploads; coordinate with Payroll; and produce total compensation statements, as needed.
Assist with applicant screening on a backup basis or as needed.
Train leaders/HRBPs on compensation-related system workflows and tools.
Provide compensation consultation in support of Employee Relations matters (e.g., pay-related corrective actions, reinstatements, settlement pay considerations) as requested by HR leadership.
Work collaboratively with supervisors, coworkers and HR customers.
Conduct that reflects well on CRISTA Ministries and aligns with its mission, vision, Statement of Faith and Christian Community Representative Commitment (CCC).