26-073.B - Compensation Manager

Harvest Midstream•Houston, TX

12d•Hybrid

About The Position

The Manager of Compensation leads the strategy, design, and administration of Harvest Midstream's compensation programs. This role ensures programs are competitive, equitable, fiscally responsible, and aligned with the company's business strategy while supporting the attraction, retention, and engagement of top talent. Through market intelligence and compensation analytics, the Manager evaluates internal equity and external competitiveness to guide strategic compensation decisions.

Requirements

10+ years of progressive HR experience and/or accounting and data analytics
Bachelor’s degree in Human Resources, Finance, Accounting or related field required.
Expert knowledge of modern theory, principles, and practices of compensation and benefits.
Advanced knowledge of Microsoft suite of software (Excel, Powerpoint, Word, etc)
Ability to travel to field locations (estimated 25–35%) and support teams in varied working environments.

Nice To Haves

5+ years’ experience with enterprise-wide compensation programs
With support from the Director of Total Rewards, design and execute compensation frameworks with an emphasis on total rewards
Experience working with a diverse workforce, including hourly, professional, and executive employee populations
Strong track record of partnering across HR, business units, and executive leadership to influence talent outcomes
Excellent analytical, written and verbal communication skills.
Works efficiently to produce quality materials with meticulous attention to detail.
Makes sound decisions quickly and is able to articulate reasoning to various employee levels.
CCP or equivalent professional certification preferred.

Responsibilities

Oversee the administration and execution of compensation programs, including direct supervision of staff and management of third-party vendors, consultants, and brokers.
Conduct executive compensation analyses and market benchmarking; develop recommendations aligned with the company's compensation philosophy and administer executive compensation and long-term incentive programs.
Develop and implement compensation strategies informed by market trends and best practices that support business objectives, ensure internal equity, maintain external competitiveness, and attract and retain top talent.
Conduct compensation analytics to evaluate internal equity, external market competitiveness, pay trends, and program effectiveness; provide data driven insights to support strategic compensation decisions.
Develop and deliver compensation communications that improve employee understanding of total rewards programs and compensation practices.
Evaluate the deferred compensation program, manage grant structures, and coordinate the annual grant cycle, including compliance oversight and employee communications, in collaboration with the Director of Management Reporting.
Recommend and support the design of short and long term incentive programs that align with organizational goals and drive performance, retention, and engagement.
Partner with Finance, Accounting, and Tax to support compensation forecasting, budgeting, reporting, and financial analysis.
Ensure compliance with compensation laws and regulations through effective plan governance, audits, regulatory reporting, and required employee communications.
Lead the annual salary planning process, including merit budget development, salary structure updates, and executive recommendations.
Lead the end-to-end bonus administration process, ensuring accurate calculations, timely payouts, and alignment with company performance and plan design.
Conduct job evaluations, market pricing, and salary structure design and maintenance to support consistent and equitable compensation practices.
Serve as a strategic advisor to leaders by providing guidance on compensation strategy, market trends, pay decisions, survey participation, and alternative reward approaches.
Evaluate compensation for acquisition hires by conducting market analyses, assessing internal equity, and developing compensation recommendations that align with Harvest's compensation philosophy and pay practices.
Leverage compensation systems, reporting tools, and technology to improve data integrity, operational efficiency, and scalability.
Provide strategic and operational leadership to the Compensation team by establishing priorities, developing talent, fostering collaboration, and promoting continuous improvement.
Demonstrate commitment to company core values — Integrity, Ownership, Urgency, Alignment, and Innovation — in all daily responsibilities and interactions.
Actively support and contribute to the company’s mission and vision through reliable, high-quality work