Compensation Manager- Remote

Warner Pacific Insurance Services•Westlake Village, CA

4d•$123,750 - $150,000•Remote

About The Position

The Compensation Manager is responsible for designing, implementing, and managing compensation programs that are equitable, competitive, and aligned with business objectives. This role leads compensation strategies with heavy emphasis on variable compensation bonus design/management for a national sales organization and oversees salary structures, incentive plans, variable pay programs, and job evaluation processes across multiple markets. The Compensation Manager partners closely with HR, Finance, Sales, and Operations leadership to support pay decisions, drive market competitiveness, maintain internal equity, and ensure compliance with applicable laws and company policies. This position plays a critical role in supporting organizational performance by developing compensation programs that motivate employees, reinforce business strategy, and promote fair and sustainable pay practices.

Requirements

Bachelor’s degree in human resources, Business, Finance, Accounting, Economics, or a related field required; Master’s degree preferred. An equivalent combination of education and relevant experience may be considered.
10–15 years of progressive compensation experience, including expertise in sales or service compensation design, variable comp, total rewards, HR operations, or management consulting.
Heavy emphasis on variable compensation design/management for National Sales Teams.
Strong knowledge of compensation principles, job evaluation, market pricing, salary structures, incentive plan design, and compensation-related analytics.
Experience with HRIS, payroll, and compensation systems such as, ADP, or similar platforms preferred; advanced proficiency with compensation modeling, data analysis, and spreadsheet tools strongly desired.
Demonstrated ability to interpret data, identify trends, and translate findings into practical recommendations for business leaders.
Excellent communication, relationship-building, and stakeholder management skills, with the ability to influence and partner effectively at all levels of the organization.
Strong organizational and time-management skills, with the ability to manage multiple priorities and meet deadlines in a fast-paced environment.
Working knowledge of federal, state, and local compensation-related regulations, including pay equity, wage and hour, and pay transparency requirements.
Demonstrated ability to maintain strict confidentiality and professionalism when handling sensitive employee, organizational, and compensation data.
Ability to work independently in a remote environment while managing deadlines, stakeholder expectations, and competing priorities.

Nice To Haves

Master’s degree preferred.
Certified Compensation Professional (CCP) preferred; SHRMSCP/SHRM-CP, SPHR/PHR, or similar compensation or human resources certification also valued.
Experience with HRIS, payroll, and compensation systems such as, ADP, or similar platforms preferred; advanced proficiency with compensation modeling, data analysis, and spreadsheet tools strongly desired.

Responsibilities

Develop and implement compensation strategies that align with organizational goals, including salary structures, pay ranges, incentive programs, variable bonus design and performance-based pay systems.
Design, administer, and evaluate sales variable compensation and incentive programs, including plan design, governance, communication, and return-on-investment analysis.
Conduct market pricing and salary benchmarking analyses to maintain competitive pay practices and support internal equity.
Evaluate positions and maintain job architecture, leveling, and grading frameworks to support consistent compensation decisions across functions and markets.
Ensure compensation programs comply with federal, state, and local regulations, including pay transparency, wage and hour considerations, and other applicable compensation-related requirements.
Support compensation budgeting processes by forecasting the financial impact of pay plans, annual merit cycles, promotions, and variable pay programs.
Partner with HR, Finance, senior leadership, and external vendors to provide guidance on compensation decisions, communicate pay programs, and support manager and employee understanding.
Analyze compensation data to identify trends, assess program effectiveness, develop insights, and support strategic decision-making.
Establish and maintain compensation policies, approval processes, and controls to ensure consistency, accuracy, and alignment with organizational standards.
Lead compensation projects and continuous improvement efforts and provide guidance or mentoring to team members and cross-functional partners involved in compensation administration.