Compensation Manager

Zachry Group•San Antonio, TX

About The Position

The Manager, Compensation Programs & Design is responsible for the development, implementation, governance, and continuous improvement of enterprise compensation programs and frameworks that support the organization's compensation philosophy, talent strategy, and business objectives. This role serves as the lead architect for compensation program design, job architecture, salary structure development, incentive plan design and administration, pay transparency readiness, and compensation governance. The position partners closely with Compensation Leadership and Business Partners, Finance, Workforce Planning & Staffing, Employee Development, and business leadership to ensure compensation programs are competitive, scalable, compliant, and aligned with organizational growth objectives. The Manager, Compensation Programs & Design will report into the Director, Compensation.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field required.
8+ years progressive compensation experience.
3+ years managing compensation programs, job architecture, or broad-based compensation initiatives.
Strong experience with compensation survey analysis, salary structure design, and job evaluation methodologies.
Job Architecture & Leveling
Salary Structure Design
Compensation Governance
Incentive Program Design
Market Pricing
Pay Equity Analysis
Compensation Analytics
Strategic Thinking
Influencing & Consultation
Project Leadership
Executive Communication
Change Management
Business Acumen

Nice To Haves

Master's degree preferred.
Experience supporting engineering, construction, EPC, energy, industrial, or project-based organizations preferred.
Certified Compensation Professional (CCP)
Global Remuneration Professional (GRP)
SHRM-SCP or SPHR

Responsibilities

Lead the design, enhancement, and administration of compensation programs, policies, and guidelines.
Develop and maintain governance processes that ensure compensation decisions are consistent, equitable, and aligned with company philosophy.
Evaluate market trends and emerging compensation practices to recommend program enhancements.
Establish and maintain compensation policies supporting promotions, transfers, geographic differentials, salary adjustments, allowances, retention programs, and incentive plans.
Lead enterprise job architecture initiatives, including job family development, leveling frameworks, and career progression models.
Maintain job evaluation methodologies and governance standards.
Partner with Compensation Business Partners and business leaders to ensure consistent application of leveling criteria across all functions.
Support workforce planning initiatives through effective role classification and organizational design principles.
Design and maintain salary structures, pay grades, and geographic differentials.
Conduct market analysis and assess competitiveness of compensation programs.
Recommend salary structure updates based on market movement, business needs, and compensation strategy.
Ensure compensation programs support attraction and retention of critical talent in engineering, project management, executive leadership, and corporate functions.
Partner with leadership to design and administer annual incentive and project-based incentive programs.
Develop incentive plan documentation, governance controls, and participant communications.
Conduct financial modeling and program effectiveness analyses.
Evaluate incentive plan outcomes and recommend improvements.
Lead pay equity reviews and support remediation efforts as necessary.
Support pay transparency initiatives and related program design efforts.
Ensure compensation programs comply with federal, state, provincial, and applicable international regulations.
Maintain documentation supporting compensation governance and audit readiness.
Analyze compensation program effectiveness utilizing internal and external data.
Develop dashboards, metrics, and reporting to support compensation decision-making.
Identify opportunities for automation, standardization, and process efficiency.
Support annual compensation planning activities, including merit and incentive programs.
Manage and develop Compensation Analysts and Senior Analysts within the Programs & Design function.
Provide guidance and consultation on complex compensation matters.
Lead cross-functional project teams supporting compensation initiatives.
Build strong partnerships across Compensation, Benefits, Payroll, Finance, Legal, Workforce Planning & Staffing, Employee Development, and business leadership.