Compensation Manager, Human Resources

Huron Consulting Services•Chicago, IL

6h•Remote

About The Position

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We’re helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we’re developing strategies and implementing solutions that enable the transformative change they need to own their future. As a member of the Huron corporate team, you’ll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron’s collective strategies and enable real transformation to produce sustainable business results. Join our team and create your future. The Compensation Manager works collaboratively with HR Business Partners & HR Strategy Leaders, Operations Leaders and leadership teams within their assigned industry & capability. This position is responsible for managing multiple aspects of compensation within the assigned business areas including providing direction and consultative advice related to the development and monitoring of base pay, variable pay, and long-term incentive programs. The compensation function at Huron is viewed by the executive team as key to the success of the business. The Compensation group works very closely with finance, accounting, legal, benefits, and firm leadership. Additionally, this role will focus on developing a stronger sales compensation framework to be managed within the total rewards team. The manager will partner closely with Sales Leadership, Operations Leaders and HR Business Partners to design, administer, and optimize sales compensation programs that drive performance and align with firm strategy. This role requires the highest level of customer service, integrity, accuracy, ethical standards, and interest in working in a dynamic and collaborative team environment while also exercising a high level of autonomy to meet the job requirements.

Requirements

Bachelor's degree
Minimum of 6 years of experience in compensation roles
Experience with managing compensation design and administration for a complex organization
Proven experience with commission/bonus design, accelerators, draws/guarantees, and payout governance.
Strong math and analytical skills
Expert knowledge of the use of Excel
Attention to detail, ability to multi-task, and prioritize
Good verbal and written communication stills, as well as strong interpersonal skills
Highly proficient in analytics and modeling
Knowledge of accounting and finance implications of compensation plans and program
Client service consultative mindset and acumen with experience managing the development and design of compensation programs in a complex, dynamic and fast-paced environment

Nice To Haves

Experience working with technical focused roles, preferred
Experience using Workday’s compensation modules, preferred

Responsibilities

Provide day-to-day compensation support to the Digital Capability including ad-hoc modeling and marketing analysis, reviewing special exception offers and advising the business on best practices
Administer the annual year-end and mid-year compensation processes
Conduct the annual compensation benchmarking study by analyzing the market and presenting market trends to firm leadership
Manage Workday’s compensation elements and processes
Develop and lead compensation projects
Design, evaluate, and administer sales compensation plans (commissions, bonuses, accelerators, SPIFs, guarantees/draws) with clear guardrails and governance.
Build and maintain complex sales compensation models to assess plan effectiveness, cost of sales, and behavioral outcomes; clearly communicate insights and recommendations to leadership.
Build and maintain a sales compensation policy library, plan document templates, exception/waiver log, RACI matrices, and SOPs for plan operations and controls.
Review and advise on non-standard sales compensation arrangements, including special incentive plans, draw structures, and exception requests, ensuring alignment with governance standards and business objectives.
Analyze sales performance and incentive outcomes to identify trends, risks, and opportunities for improvement, and present findings to senior stakeholders.