Compensation Manager

Open To External And Internal Candidates•Williamsburg, VA

21h

About The Position

The Compensation Manager is responsible for supporting and advancing the organization’s compensation strategy through the development, implementation, and maintenance of competitive and compliant pay programs for both exempt and non-exempt roles. This position leads and executes end-to-end compensation initiatives, including program design, planning cycles, data collection and analysis, presentation development, and cross-functional communication. The role manages the compensation team and partners closely with HR, Finance, Accounting, Legal, IT, Operations, and other stakeholders to ensure compensation programs support business objectives and are administered consistently. Key responsibilities include managing annual merit and bonus processes, market pricing, job evaluation, maintaining job architecture integrity, and participating in compensation surveys. The position also drives process improvements, enhances reporting and compliance practices, supports training and communication around compensation philosophy, and develops new policies and procedures. This role plays a critical part in ensuring competitive, equitable, and legally compliant compensation practices across the organization. Must reside in or be ready to relocate to Virginia

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field or equivalent experience.
Minimum of 7 years progressive compensation experience, including job architecture, pay structures, annual pay cycles, budgeting, analytics, and incentive/bonus programs.
2 or more years of people management/leadership experience.
Hands-on experience with various HR technology platforms such as UKG, Workday, Pay factors, or similar.
Proven experience designing compensation solutions across executive, exempt, and non-exempt populations.
Deep expertise in compensation principles and regulations, including job evaluation, FLSAclassification, job leveling, and pay band development.
Advanced proficiency in Microsoft Excel and PowerPoint.
Strong business acumen and strategic mindset, with the ability to synthesize complexquantitative data into clear recommendations and actionable insights for senior leadership.
Advanced analytical, mathematical, and problem-solving skills, with experience developingand presenting reports, analyses, and proposals to executive audiences.
Exceptional project management and prioritization skills, with a track record of deliveringcomplex, cross-functional initiatives on time.
Highly effective consultative and collaborative leader, capable of influencing, buildingconsensus, and fostering strong partnerships across teams.
Excellent written and verbal communication skills, including the ability to navigate sensitiveand confidential matters with discretion and sound judgment.

Nice To Haves

Master’s degree in human resources, Business Administration, Finance, or a related field.
Professional certifications such as CCP, PHR, SPHR, and/or SHRM-SCP.
Experience in large, multi-state organizations is strongly preferred.

Responsibilities

Support compensation strategy by developing, recommending, implementing, andmaintaining exempt and non-exempt pay programs across all functional areas.
Lead end-to-end compensation initiatives that include compensation design and planningcycles, including data collection, data analysis, presentation development, communication,and program implementation.
Influence HR and other cross-functional business partners including but not limited toAccounting, Finance, Legal, Operations, Communications, and IT to achieve desired businessoutcomes and through data driven presentations.
Responsible for annual compensation processes including merit and bonus planning.
Manage various compensation-related projects which involve revision, development, and/orre-design of existing compensation programs and modeling cost of incentives and programs.
Assists in designing job architecture, levels, and pay grades in conjunction withcompensation team, management and HRBPs.
Maintain the integrity of the job architecture ranges as new positions are created andrevised.
Participate in large-scale compensation surveys to collect and analyze competitive salaryinformation to determine the company’s competitive position for Salary Planning and SalaryStructure recommendations.
Manage market pricing and job evaluation activities, including matching internal positions toexternal data and formulating recommendations to ensure competitive pay supportingrecruitment and retention efforts.
Identify opportunities for process improvement, application of technology, and programsimplification.
Enhance HR Reporting and Auditing pay practices Data Integrity to ensure compliance withfederal and state legislation applicable to wage and hour laws and regulations. Initiatechanges when appropriate.
Assist in the development of manager training, communication strategies, and materials tocreate clarity and understanding around the organization’s compensation philosophy toensure that key organizational messages are integrated and to facilitate consistent programadministration and adherence to pay policies.
Write and launch new compensation policies and procedures as necessary, educating allimpacted parties and ensuring compliance.
Proactively stays abreast of industry trends and new technologies. Make appropriaterecommendations to enhance, develop and innovate to better serve the evolving needs ofthe businesses and stay in legal compliance.