Manager of Compensation

Love's Travel Stops & Country Stores•Oklahoma City, OK

4d•Onsite

About The Position

This strategic, hands-on, detail-oriented Compensation Manager plays a critical role in leading the design, development, and administration of all compensation programs across the organization--including executive and sales incentive programs. The role ensures compensation initiatives are competitive, equitable, and aligned with business objectives. This position supports the attraction, retention, and motivation of talent at all levels, including senior leadership.

Requirements

Bachelor’s degree required; Master’s degree and/or CCP certification strongly preferred.
Minimum 7 years of progressive compensation experience in a large, complex, multi-state or global organization. Experience managing executive compensation programs preferred.
Experience with compensation and variable pay modules, preferably with SuccessFactors. Experience with data tools (e.g., Tableau, Power BI) and advanced HR analytics platforms is a plus.
Experience with external market analysis and thorough understanding of market data interpretation.
A strong understanding of monitoring and measuring compensation strategy effectiveness.
Excellent verbal and written communication, negotiation and leadership attributes enabling effective direction, facilitation, communication and cooperation with all levels of the organization
Strong strategic thinking and planning skills
Strong understanding of executive compensation framework, equity vehicles, and performance-based pay structures
Experience preparing materials for senior leadership-level audiences
Excellent analytical skills to interpret survey data and provide cost projections for various initiatives
Demonstrate advanced people and project management skills
Excellent interpersonal and presentation skills
Effectively manage concurrent deadlines and multiple priorities
Strong leadership, organizational skills and ability to prioritize multiple tasks
Have a broad business perspective with sound business judgment and financial acumen
Advanced Excel skills; experience with HRIS and compensation systems (e.g., Workday, SAP, or similar)

Nice To Haves

Experience in a large retail or customer-facing environment is preferred.
Hands-on experience in compensation plan design and delivery strategies is preferred.

Responsibilities

Recommends and implements compensation policies, procedures and processes which result in pay programs that are cost effective and meet the needs of the company, including base and variable pay plans, and long-term incentive plans.
Acts as an internal consultant for the business, providing guidance and forecasting compensation, including competitive pay strategies, salary increase practices, bonus and commission structures, pay for performance plans, compensation philosophy, and total compensation approaches.
Lead the design, modeling and administration of executive compensation programs, including base salary, short-term incentives, and long-term incentives.
Design and manage sales incentive programs that align with business performance metrics.
Provides appropriate benchmarking and data analytics for compensation plans to be utilized internally and as efficiently as possible.
Manages vendor relationships and the company’s participation in salary and variable compensation surveys to ensure that data collected and reported represent current competitive market levels for the various lines of business.
Implements and monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revisions as well as new plans that are cost effective and consistent with compensation trends to meet company goals and objectives.
Act as a trusted advisor on pay decisions, policy and guideline interpretation and job evaluation, including the design of creative solutions to specific compensation-related programs.
Provides leadership and direction to the compensation team, ensuring alignment with business strategy and fostering continuous development of team capabilities.
Manages the implementation and enhancements of compensation module to existing HRIS systems including establishing and maintaining compensation structures, job families/leveling and pay bands across the company.
Manages annual compensation cycles including budget guidelines, changes in compensation policies or practices, incentive plan schedules, processes, communication, training and reporting results.
Ability to navigate complex organizational structures and influence senior stakeholders.