Compensation Manager

WellPower•Denver, CO

16h•Remote

About The Position

WellPower envisions a community where every person’s mental health is fostered through strength, resilience and hope. We empower people to overcome barriers and achieve lasting well-being through collaborative behavioral health care and comprehensive support. Our Guiding Principles: Person Centered. We honor people’s identities, lived experience and journeys and treat every person with the dignity we all deserve. Exceptional Care. We offer compassionate, innovative services that meet people where they are, from immediate support to long-term recovery. Integrity. We operate from a deep foundation of ethical, accountable practices in all we do. Organizational Resilience. We meet the moment and adapt to changing contexts with collaborative creativity, agile business processes, and financial stewardship. Position Summary: The Compensation Manager oversees the design, administration, and evaluation of compensation programs to ensure internal equity, external competitiveness, and compliance with relevant regulations. This role partners with HR and organizational leaders to align compensation strategies with business goals, performance management processes, and workforce planning.

Requirements

Bachelor’s degree in human resources, business, or related field.
Minimum of 5–7 years of Compensation experiences.
2 Years of supervisory experience.

Nice To Haves

CCP or other compensation certification preferred

Responsibilities

Conduct comprehensive research and analysis of market data and salary trends.
Develop, update, and manage salary structures to maintain equity and remain competitive with the market.
Evaluate job roles and perform job analyses to determine classifications, titles, and salary ranges.
Ensure compliance with federal, state, and local wage and compensation regulations; advise HR leadership on compliance matters.
Partner with HR and leadership teams on compensation strategies related to merit increases, bonuses, and incentive programs.
Communicate compensation policies and provide training to HR and management to ensure understanding and appropriate application.
Generate and present analytical compensation reports to support strategic decision‑making.
Supervise one compensation-focused or HRIS/Comp staff member.
Assign work, set priorities, and monitor task completion to ensure quality and timeliness.
Provide coaching, feedback, and performance development opportunities.
Support training in compensation processes, tools, and best practices.
Maintain a trauma informed environment of wellbeing.
Other duties as assigned