Manager, Compensation

Goodwin Procter•Washington DC, DC

About The Position

The Manager, Compensation leads the firmwide annual compensation cycle and delivery of global compensation programs for legal and business support populations. The role manages annual salary and incentive cycles, market benchmarking, salary structure analysis, survey database management, and Workday compensation data and systems. In partnership with HR Business Partners, HRIS, Finance, and firm leaders, the Manager helps ensure compensation programs are accurate, competitive, and aligned with business needs. The position also oversees compensation processes and systems, develops analytical support for pay decisions, advises stakeholders, and drives projects such as job architecture, incentive program design, market-data refinement, and system enhancements. The role supports other Total Rewards and HR initiatives.

Requirements

Bachelor’s degree or equivalent.
7+ years of related experience.
Experience working with HRIS systems, preferably Workday.
Proficiency with Word, PowerPoint, and Outlook.
Advanced Microsoft Excel skills, including complex formulas, lookups, pivot tables, data validation, modeling, and development of clear analytical outputs.
Excellent analytical and problem-solving skills.
Excellent interpersonal, communication, and customer service skills.
Strong project management and organizational skills.
Ability to manage multiple assignments simultaneously and work in a fast-paced environment.
Proficiency in developing and managing spreadsheets, and experience implementing and/or managing software applications.
High attention to detail and ability to ensure data integrity and accuracy.
Ability to protect and maintain confidential and sensitive information.

Nice To Haves

Certified Compensation Professional (CCP) certification.
MarketPay experience.

Responsibilities

Lead annual salary and incentive compensation cycles for global legal and business support populations, ensuring accurate and timely execution.
Develop cost analyses and budget models with Finance for various pay groups.
Coordinate the Performance and Compensation Review project plan and manager communications with HR stakeholders.
Manage compensation survey participation, including budgets, schedules, invoices, data submissions, and vendor relationships.
Optimize the firm’s benchmarking capabilities within MarketPay.
Evaluate new and existing roles using market data and internal equity considerations.
Recommend appropriate job levels and FLSA classifications.
Review salary structures, geographic differentials, and market movement, and recommend adjustments based on business needs and market data.
Review survey submissions prepared by analysts for accuracy and completeness.
Manage data in Workday and MarketPay and continuously improve supporting systems and workflows.
Establish an audit cadence for salary ranges, job profiles, and market matches to maintain accuracy, consistency, and appropriate controls.
Partner with HRIS on the design, testing, implementation, and maintenance of compensation business processes and system enhancements.
Support automation of legal group year-end planning processes.
Partner with HRIS, Finance, Payroll, Benefits, HR Operations, and HR Business Partners to meet compensation deliverables and business objectives.
Advise HR Business Partners, managers, and firm leaders on compensation matters and provide analysis for informed, consistent decisions.
Develop training materials and communications on compensation education and Workday compensation planning.
Create and maintain process documentation, project plans, timelines, and operating procedures.
Drive compensation projects and initiatives, including job architecture, incentive program design, market-data refinement, and system enhancements.
Support other Total Rewards and HR initiatives.