Compensation Manager

Clark Pacific • West Sacramento, CA

10d • $126,000 - $171,000 • Onsite

About The Position

Clark Pacific has been a leading manufacturer of prefabricated building systems
for over 63 years. We are transforming design and construction by delivering
high-quality, cost-effective buildings with less risk. With over five decades of
proven experience and industry-leading products, we breathe new life into
construction with a smarter, more efficient path from design to project
completion.

To help us continue our mission to advance industrialized construction
innovations and products for a safer, more sustainable, and predictable building
environment, we are seeking an experienced Compensation Manager to join our
team.

This is a full-time onsite role at Clark Pacific corporate headquarters located
in West Sacramento, California.

Role Snapshot

The Compensation Manager is a key leader within the Human Resources Department
and is responsible for leading the development, implementation, and
administration of compensation programs that attract, motivate, and retain
talent across Clark Pacific. This role partners closely with Clark Pacific and
HR Leadership, HR Business Partners, Finance, and Talent Acquisition teams to
ensure Clark Pacific’s compensation programs are aligned to the organization’s
total rewards philosophy, market competitiveness, internal equity, and
compliance.

Requirements

• 5–7+ years of progressive compensation program design and implementation experience in organizations operating across multiple states and including both exempt and non exempt populations.
• Bachelor’s degree in HR, Business, Finance, Economics, or related field required; Master’s degree a plus.
• Strong competency in market pricing, job evaluation/leveling, and salary structure design.
• Advanced Excel skills; experience with compensation modules in HRIS (e.g., Workday, UKG, SAP SuccessFactors) and market survey tools.
• Solid understanding of FLSA and state/local wage and hour regulations; experience with pay transparency requirements.
• Proven ability to translate data into actionable insights and influence decision-making with plant and business leaders.
• Excellent communication skills with the ability to explain complex compensation topics simply and credibly.

Nice To Haves

• Experience in union environments (collective bargaining analytics, wage progression modeling, CBA interpretation).
• Experience in high-growth, high-volume hiring environments (e.g., greenfield start-ups, ramp-ups, seasonal surges).
• Familiarity with skill-based pay and competency frameworks for production environments.
• Professional certification (e.g., CCP – Certified Compensation Professional).

Responsibilities

• Design and manage base pay structures, wage scales, job families, and salary bands for both hourly and salaried roles across multiple sites.
• Lead compensation planning (merit, market, promotional adjustments, lump-sum awards) and wage reviews.
• Design and administer key compensation policies and practices (i.e., pay transparency, shift differentials, geographic differentials, skill-based pay, and premium pay policies).
• Lead the design, governance, and administration of the organization’s global mobility and relocation programs, ensuring competitive, equitable, and cost-effective practices
• Support the design and administration of performance evaluation programs as well as short-term incentive programs, referral, sign-on, and retention bonuses aligned to operational KPIs.
• Conduct market pricing using reputable surveys; maintain competitive, compliant structures for engineering, leadership, corporate functions, manufacturing, and skilled trades.
• Develop compensation dashboards and conduct pay equity and compression analyses; recommend remediation strategies.
• Own job evaluation and classification methodology and conduct job leveling for consistency across enterprise.
• Partner with Plant leadership and HR site leads on hourly wage strategy, hiring rates, and progression schedules.
• Provide guidance on overtime practices, incentive eligibility, and schedule-related pay impacts.
• Ensure compliance with FLSA, state/local wage laws, and pay transparency requirements; maintain strong audit and documentation practices.
• Create and maintain compensation policies, SOPs, and guardrails for offers and adjustments.
• Provide compensation analytics to support collective bargaining strategies; model cost scenarios for proposals.
• Interpret and apply compensation-related CBA provisions (e.g., wage progressions, premiums, step increases).
• Provide consultative support to HR, Talent Acquisition and leadership on compensation decisions, internal equity, and job offers.
• Develop training and toolkits for HR/People Leaders (e.g., market pricing, pay decisions, pay transparency communications).
• Collaborate closely with Finance on compensation budgeting and accruals.
• Leverage HRIS/compensation tools to streamline planning, pricing, and reporting.
• Drive continuous improvement and standardization of tools and programs across sites; lead or contribute to Total Rewards projects.

Benefits

• Health, Dental, and Vision Insurance, including Kaiser and VSP options (subject to a waiting period)
• Medical FSA
• Dependent Care FSA
• Employer-paid life insurance
• Voluntary ancillary benefits which include Critical Illness, Accident Insurance, and Whole Life Insurance
• 401k savings with company match: 100 percent of the first 3 percent, then 50 percent of the next 2 percent

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 251-500 employees