Compensation Manager

PEAK6•Austin, TX

12d•$122,400 - $153,000•Hybrid

About The Position

The Compensation Manager is responsible for designing, implementing, and administering the organization's compensation programs to attract, retain, and motivate a high-performing workforce. This role ensures that all compensation structures, including base pay, incentive programs, and equity plans, are internally equitable, externally competitive, and aligned with the company's strategic objectives. The Compensation Manager partners closely with HR Business Partners, Finance, and senior leadership to provide data-driven insights and recommendations that support total rewards strategy and workforce planning. Through rigorous market analysis, job evaluation, and compliance oversight, this position plays a critical role in maintaining a fair and legally compliant compensation framework across the organization.

Requirements

High School Diploma Required
Minimum of 5–7 years of progressive experience in compensation, total rewards, or a related HR function required.
Demonstrated experience designing and administering broad-based compensation programs, including base pay structures and incentive plans, in a mid-to-large organization.
Prior experience conducting market pricing, job evaluation, and compensation analysis using third-party survey sources such as Mercer, Willis Towers Watson, or Radford required.
Advanced proficiency in Microsoft Excel and experience with data modeling, compensation analysis, and the use of HRIS platforms such as Workday
Strong knowledge of federal and state compensation-related regulations including FLSA, Equal Pay Act, and emerging pay transparency legislation.
Exceptional analytical and quantitative skills with the ability to translate complex data into clear, concise recommendations for a variety of audiences including senior leadership.
Excellent interpersonal and communication skills with demonstrated ability to build collaborative relationships, influence without authority, and manage multiple stakeholders effectively.
High level of integrity, discretion, and professionalism when handling sensitive and confidential compensation information, with strong attention to detail and organizational skills.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred.
Certified Compensation Professional (CCP) designation through WorldatWork strongly preferred; PHR, SPHR, or SHRM-CP/SCP certification a plus.

Responsibilities

Design, implement, and manage base pay structures, salary bands, and merit increase programs aligned with organizational strategy and market competitiveness.
Administer short-term and long-term incentive plans, including annual bonus programs, sales compensation plans, and equity-based awards.
Conduct regular reviews of compensation programs to ensure internal equity, external competitiveness, and alignment with business goals.
Partner with HR leadership to develop and refine total rewards philosophy, ensuring programs support talent acquisition and retention objectives.
Manage the annual compensation planning cycle, including merit, bonus, and equity processes, in collaboration with HR Business Partners and Finance.
Lead participation in third-party compensation surveys and analyze results to benchmark roles against relevant industry and geographic markets.
Conduct job evaluations and maintain job architecture, including job leveling, titling standards, and FLSA classifications across the organization.
Develop and present competitive market analyses and pay recommendations to support new hire offers, promotions, and internal equity adjustments.
Monitor external market trends, legislative changes, and emerging best practices to proactively identify gaps and recommend program enhancements.
Maintain and update the organization's job catalog, ensuring accurate and consistent job documentation across all functions and levels.
Serve as a subject matter expert and trusted advisor to HR Business Partners, recruiters, and business leaders on compensation-related matters.
Develop and deliver training and educational materials to help managers and HR partners understand and apply compensation guidelines and philosophy.
Support mergers, acquisitions, and organizational restructuring initiatives by conducting compensation due diligence and integration planning.
Collaborate with Finance on compensation forecasting, budgeting, and cost modeling to support workforce and business planning activities.
Ensure all compensation programs and practices comply with applicable federal, state, and local regulations, including FLSA, Equal Pay Act, and pay transparency laws.
Prepare and analyze compensation data and metrics, delivering actionable insights and dashboards to HR leadership and business stakeholders.
Support pay equity analyses and audits, identifying disparities and recommending corrective actions to promote fair and equitable pay practices.
Maintain accurate compensation data within the HRIS, ensuring data integrity and supporting system configuration related to compensation modules.
Prepare required regulatory filings and disclosures related to compensation as needed.