Compensation Manager

SSA Marine•Seattle, WA

12h•Hybrid

About The Position

The Compensation Manager is responsible for the design, implementation, and ongoing administration of the company’s compensation programs to ensure alignment with business strategy, market competitiveness, and regulatory requirements. This role provides both strategic leadership and hands-on execution across base pay, incentive programs, pay structures, and compliance activities. The position plays a critical role in ensuring compensation programs are applied consistently and equitably across the organization, while supporting talent attraction, retention, and workforce planning objectives. The role partners closely with HR, Talent Acquisition, Finance, Legal, and business leaders at all levels. This position reports to the Global Director, Human Resources.

Requirements

Deep knowledge of federal, state, and local compensation laws and compliance requirements.
Minimum of 5 years working in a primarily compensation focused role is required, Global compensation experience is strongly preferred.
Strong analytical and data analysis capabilities with the ability to interpret complex data and clearly communicate insights to varied audiences.
Advanced proficiency with Microsoft Excel and PowerPoint. Experience with PayScale tools and Dayforce compensation modules strongly preferred.
Demonstrated ability to lead complex projects and manage multiple priorities simultaneously.
HR experience in a large, multi-regional organization; global experience strongly preferred.
Strong organizational and time management skills with attention to detail.
Proficient in written and spoken English. Proficient in written and spoken Spanish preferred.
Proven ability to partner effectively with senior leaders and influence decision‑making.
Industry experience in shipping, logistics, transportation, or maritime sectors preferred.

Nice To Haves

Global compensation experience is strongly preferred.
Experience with PayScale tools and Dayforce compensation modules strongly preferred.
HR experience in a large, multi-regional organization; global experience strongly preferred.
Proficient in written and spoken Spanish preferred.
Industry experience in shipping, logistics, transportation, or maritime sectors preferred.

Responsibilities

Lead the development, maintenance, harmonization and evolution of global compensation philosophy, pay structures, and salary ranges to support business objectives and market competitiveness.
Design, implement, and administer compensation programs including base pay, incentive plans, job architecture, and associated pay practices.
Monitor the effectiveness of compensation programs and recommend changes that are cost‑effective, compliant, and aligned with market trends and organizational goals.
Partner with managers and HR leaders to support promotion, retention, and workforce planning strategies.
Lead participation in compensation surveys, including job matching, data validation, and analysis.
Conduct ongoing market benchmarking and ad hoc compensation analyses to support hiring, promotions, and retention decisions.
Regularly perform internal pay equity and parity analyses to ensure compliance with pay equity, pay transparency, and related legal requirements.
Provide guidance and recommendations on competitive pay positioning and internal alignment.
Lead and oversee the rollout, configuration, and ongoing management of the compensation module within the company’s HRIS platform.
Develop and manage project plans, timelines, milestones, and deliverables related to compensation initiatives.
Provide regular project updates to stakeholders, including leadership, on progress, risks, and key decisions.
Serve as a central point of coordination across HR, IT, vendors, and business partners to ensure alignment and successful execution.
Ensure all compensation programs and practices comply with applicable federal, state, local, and international laws and regulations.
Partner with Legal and HR leadership on compliance‑related initiatives, audits, and remediation activities as assigned.
Provide interpretation and guidance on compensation policies, job evaluations, and pay decisions to managers and HR partners.
Work closely with Talent Acquisition on job postings, offer development, and competitive positioning.
Advise leaders and HR partners on compensation decisions, policy interpretation, and best practices.
Support Diversity, Equity, and Inclusion objectives by embedding equitable compensation practices across programs and processes.
Manage relationships with compensation vendors and external consultants, including scope, deliverables, and performance.