Manager, Compensation

RaceTrac•Atlanta, GA

About The Position

The Manager of Compensation leads the design, implementation, and administration of compensation programs that support both RaceTrac's retail and corporate employee populations. This role ensures compensation practices remain competitive, equitable, and aligned with business objectives. As a trusted partner to HR and business leaders, the Manager of Compensation provides data-driven insights, strategic guidance, and practical solutions that help attract, retain, and reward talent while ensuring compliance and operational excellence.

Requirements

Bachelor's degree in Human Resources, Business, Finance, Accounting, or a related field.
5+ years of progressive compensation experience, including market pricing, salary administration, and compensation program design.
Experience administering annual compensation planning processes, including merit and incentive programs.
Strong analytical, financial, and quantitative skills with the ability to translate data into business recommendations.
Knowledge of compensation regulations, pay practices, and compliance requirements.
Advanced Excel skills and experience working with HRIS or compensation management systems.
Strong communication, consultation, and stakeholder management skills.

Nice To Haves

Certified Compensation Professional (CCP) certification.
Experience supporting both corporate and field-based/retail employee populations.
Experience with job architecture, career frameworks, and organizational design initiatives.
Experience supporting acquisitions, integrations, or large-scale business transformations.
Experience with Workday or similar HR technology platforms.

Responsibilities

Develop and maintain job architecture, salary structures, and pay grades for hourly, salaried, and leadership roles across both frontline and corporate functions.
Conduct regular market analysis and benchmarking using survey data to ensure competitive pay practices.
Partner with HR Business Partners and Talent Acquisition to support compensation decisions for hiring, promotions, and internal mobility.
Lead the annual compensation planning cycle, including merit increases, incentive payouts, and salary budgeting.
Manage incentive and bonus plan design and administration for eligible employee populations.
Provide compensation modeling and analysis to support business initiatives, such as new location openings, organizational redesigns, or acquisitions.
Collaborate with HRIS and HR Operations to maintain data accuracy and integrity in compensation systems.
Ensure compliance with applicable wage and hour laws, pay transparency regulations, and internal governance standards.
Monitor emerging legislation and industry trends (e.g., pay equity, minimum wage changes, pay transparency laws) and recommend policy updates as needed.
Prepare documentation and reporting for audits, compliance filings, and internal reviews.
Advise business and HR leaders on compensation best practices and develop tools/resources to support effective pay decisions.
Educate managers on pay philosophy, total compensation approach, and regulatory considerations.
Partner with Finance and Legal to ensure alignment on compensation-related issues.