Compensation Manager

Join the Our Talent Network•Lancaster, NY

13h•$85,000 - $115,000

About The Position

Join a team that nourishes life from farm to table! Upstate Niagara Cooperative, proudly owned by 200+ local family farms, is one of America’s largest and most stable dairy cooperatives. Guided by farmer- and employee-led values, we process and market high-quality milk, yogurt, dips, sour cream, cottage cheese, and more under our trusted brands: Upstate Farms®, Bison®, Milk for Life®, and Intense Milk®. Here, you’ll support sustainable farming, strong communities, and the mission to deliver fresh, local dairy to families every day. The Compensation Manager is responsible for the supporting the design, implementation, and continuous improvement of our compensation and related total rewards programs across a multiâlocation manufacturing environment. This role partners closely with HR, Finance, and business leaders to ensure compensation and Total Rewards programs are competitive, equitable, compliant, enhance the employee experience and are aligned with UNC Dairy’s strategy. Key Responsibilities Compensation Strategy & Program Management Support the continued development and implementation of the company’s compensation and total rewards strategy to attract, retain, and motivate talent across nonunion employee populations. Lead the administration and continuous improvement of compensation programs, including base pay structures, incentive plans, and job architecture. Ensure compensation programs support operational goals, labor market competitiveness, internal equity, and financial sustainability. Job Architecture & Market Pricing Manage job evaluation, job leveling, and job architecture frameworks across multiple locations and job families. Conduct market pricing using salary surveys and benchmark data to recommend competitive pay ranges and structures. Maintain and update salary structures, ranges, and guidelines based on market trends, organizational changes, and business needs. Analytics, Reporting & Insights Develop and deliver compensation analytics, dashboards, and reporting to support decisionâmaking by HR and business leaders. Conduct analyses related to pay equity, compression, competitiveness, incentive effectiveness, and workforce trends. Use data to proactively identify risks, opportunities, and improvement areas within compensation programs. Identify trends and recommend enhancements to improve program effectiveness and employee experience. Governance, Compliance & Policy Ensure compensation practices comply with applicable federal, state, and local laws (e.g., pay transparency, pay equity, wage and hour considerations). Maintain compensation policies, guidelines, and approval processes to support consistent and compliant decisionâmaking. Support audits, reviews, and documentation related to compensation practices. CrossâFunctional Partnership & Support Partner closely with HR, Talent Management, Finance, and leadership across all locations. Provide consultation and guidance on compensation decisions, including offers, promotions, adjustments, and retention actions. Support annual compensation processes such as merit planning, incentive payouts, and budgeting. Other duties as may be assigned.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.
Minimum of 5 years of progressive compensation experience, preferably in a large manufacturing environment.
Experience with compensation surveys, job evaluation, pay structures, and incentive programs.
Experience working in UKG or similar HR platform
Strong understanding of compensation plan design and regulatory compliance.
Advanced Excel skills required
Applies strong attention to detail and analytical skills with the ability to interpret and communicate data.
Driven to keep current with state and federal laws and regulations as they pertain to compensation practices.
Excellent organizational and time management skills with the ability to work independently.
Ability to influence and communicate effectively with leaders at all levels.
Manage multiple priorities and work collaboratively across teams and locations.
Commitment to providing a positive employee experience and responsive support.
Openness to continuous learning, remaining current on compensation trends and best practices.

Nice To Haves

Certified Compensation Professional (CCP)
Professional in Human Resources (PHR) or SHRM-CP

Responsibilities

Compensation Strategy & Program Management Support the continued development and implementation of the company’s compensation and total rewards strategy to attract, retain, and motivate talent across nonunion employee populations.
Lead the administration and continuous improvement of compensation programs, including base pay structures, incentive plans, and job architecture.
Ensure compensation programs support operational goals, labor market competitiveness, internal equity, and financial sustainability.
Job Architecture & Market Pricing Manage job evaluation, job leveling, and job architecture frameworks across multiple locations and job families.
Conduct market pricing using salary surveys and benchmark data to recommend competitive pay ranges and structures.
Maintain and update salary structures, ranges, and guidelines based on market trends, organizational changes, and business needs.
Analytics, Reporting & Insights Develop and deliver compensation analytics, dashboards, and reporting to support decisionâmaking by HR and business leaders.
Conduct analyses related to pay equity, compression, competitiveness, incentive effectiveness, and workforce trends.
Use data to proactively identify risks, opportunities, and improvement areas within compensation programs.
Identify trends and recommend enhancements to improve program effectiveness and employee experience.
Governance, Compliance & Policy Ensure compensation practices comply with applicable federal, state, and local laws (e.g., pay transparency, pay equity, wage and hour considerations).
Maintain compensation policies, guidelines, and approval processes to support consistent and compliant decisionâmaking.
Support audits, reviews, and documentation related to compensation practices.
CrossâFunctional Partnership & Support Partner closely with HR, Talent Management, Finance, and leadership across all locations.
Provide consultation and guidance on compensation decisions, including offers, promotions, adjustments, and retention actions.
Support annual compensation processes such as merit planning, incentive payouts, and budgeting.
Other duties as may be assigned.