Compensation Manager

Novolex

3d•$115,000•Remote

About The Position

The Compensation Manager is responsible for supporting the design, implementation, and administration of Novolex’s compensation programs. The Compensation Manager partners with HR Business Partners, Talent Acquisition, and internal stakeholders to deliver data-driven, consistent, and equitable compensation recommendations. This role is remote-based, with a preference for candidates located near our Lake Forest, IL or Charlotte, NC offices.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, or related field (preferred)
5+ years of progressive compensation experience, including experience with job evaluation, salary surveys, market pricing, and compensation program administration.
Strong analytical skills with demonstrated proficiency in compensation modeling and data analysis.
Experience administering annual merit cycles and compensation programs.
Proficiency in Excel and HRIS/compensation systems (e.g., Workday, SuccessFactors, AON/Radford).
Strong understanding of FLSA regulations, compensation compliance requirements, and market pricing methodology.

Nice To Haves

Experience with Workday-Advanced Compensation Module
CCP certification (or progress toward CCP).
Experience supporting multi-state or global compensation programs.

Responsibilities

Partner in the development, delivery, and ongoing maintenance of base pay structures, salary ranges, and job architecture frameworks.
Conduct market analysis using industry salary surveys; benchmark roles to ensure competitive and equitable pay practices.
Support the design and administration of annual compensation cycles (merit, promotions, market adjustments, and incentive programs).
Lead compensation program updates, including communication, process improvements, and system enhancements.
Present compensation recommendations and insights to leadership in a clear, data-driven manner.
Conduct job evaluations for professional and management level roles and determine appropriate job levels and salary grades.
Ensure consistency and compliance with compensation policies, job leveling guidelines, and organizational frameworks.
Partner with HR and business leaders to review role changes, reorganizations, and workforce planning needs.
Perform complex compensation analysis using internal data and market insights to identify trends, risks, and opportunities.
Ensure compliance with applicable federal, state, and local wage and hour laws, including FLSA classification.
Maintain data integrity across HRIS and compensation systems; partner with HRIS to support compensation-related system updates.
Lead compensation-related projects (e.g., market studies, job architecture refresh).
Develop compensation tools, guides, and communication materials for HR and business leaders.
Recommend process improvements to enhance efficiency, accuracy, and employee experience.