Compensation Manager

The New York Times•New York, NY

1d•$130,000 - $150,000•Hybrid

About The Position

As the Compensation Manager you will be a subject matter expert and primary resource for complex compensation analyses and program support. You will bridge the gap between analytical tasks and the strategic implementation of corporate compensation programs. You will manage specific client group relationships, lead smaller compensation projects, and provide recommendations that directly inform pay decisions and policy administration. You will be in a hybrid remote/in-office position where you will work out of our NYC headquarters 3 days per week reporting to the Vice President, Compensation and Global Mobility.

Requirements

3+ years of experience in compensation or a related HR analytical field.
Experience conducting qualitative analysis and translating findings into clear, applicable recommendations.
Experience presenting analytical findings to company partners (HRBPs, Managers).
Solid experience with compensation management tools (e.g., MarketPay) and HRIS systems.
Demonstrated experience managing multiple simultaneous projects.
Familiarity with compensation regulations and legislation (e.g., FLSA, Pay Equity laws).
Demonstrate support and understanding of our value of journalistic independence and a commitment to our mission to seek the truth and help people understand the world.

Nice To Haves

Bachelor's degree in Business, Human Resources, or a related quantitative field.
Experience with Workday.

Responsibilities

Be a dedicated compensation partner for assigned client groups, providing in-depth analysis and consultation on compensation matters to HRBPs and business leaders.
Lead our recurring compensation plans, such as the annual salary survey benchmarking, maintenance of the compensation survey library, or the design and testing of compensation tools in Workday.
Support the annual compensation review and planning process (merit, incentive, and equity grants), including advanced data modeling, preparation of summary reports for leadership, and coordinating communication materials.
Conduct complex, organization-wide analysis of compensation data, including in-depth market pricing and the development of internal salary ranges.
Monitor compliance with applicable federal, state and local compensation laws and regulations, including the Fair Labor Standards Act, Equal Pay Act and pay-transparency requirements.