Manager, Compensation

Related•New York, NY

5d•Onsite

About The Position

This is an opportunity to make a meaningful impact on how Related attracts, rewards, and retains talent across its Corporate and Site teams. You will support compensation programs, including the annual compensation cycle. Reporting to the VP, Head of Total Rewards and Operations, you will partner with Talent Acquisition, HR Business Partners, and business leaders to provide data-driven compensation recommendations.

Requirements

Four to eight years of progressive compensation experience, including responsibility for core components of annual compensation cycles, market pricing, and compensation analysis.
Bachelor’s degree required; master’s degree or CCP (Certified Compensation Professional) designation preferred.
Advanced Excel and strong data-management skills, including the ability to build, audit, and maintain complex compensation models.
Deep, hands-on expertise with market survey data, job architecture and leveling, and pay equity analysis.
Significant hands-on experience conducting compensation benchmarking and market-pricing analyses, including evaluating survey data, developing compensation recommendations, and supporting salary-range management.
Working knowledge of compensation-related regulations (FLSA, pay transparency, and pay equity laws) and experience translating them into practice.
Ability to develop and present clear, well-supported compensation recommendations to senior leaders.

Nice To Haves

Compensation experience in real estate development or private equity strongly preferred. Experience in related industries, including digital infrastructure, financial services, or investment management, is also valued.
Experience at a compensation consulting, advisory, or survey firm preferred.
Experience supporting a compensation system implementation or migration.

Responsibilities

Support year-end compensation processes for Related’s Corporate and Site teams, including data preparation, analysis, and quality review.
Build compensation reports, forecasts, and market-data requests that inform pay decisions.
Assist in improving and maintaining salary structures, pay grades, and job architecture as roles evolve.
Support the administration and analysis of annual incentive, equity, and other variable-pay programs.
Benchmark new and existing roles using external compensation surveys and internal data to recommend appropriate pay ranges, grades, and placement within salary structures.
Support pay-equity and job-classification reviews and help ensure compliance with pay-transparency, wage-and-hour, and other applicable compensation regulations.
Partner closely with Talent Acquisition to build compensation offers grounded in market data.
Collaborate with HR partners to align data strategy, improve data collection, and uphold data governance.
Analyze large data sets for HR and business units to surface trends and opportunities.
Use data visualization and storytelling to translate analysis into actionable insights for leadership.
Produce analytical research that supports strategic decision-making across HR and business initiatives.
Engage cross-functional experts across business units to gather context and validate findings.
Identify opportunities to automate and streamline reporting and compensation workflows.
Support the evaluation and adoption of compensation technology, including AI-enabled tools, to continuously improve efficiency and scale.