Senior Compensation Manager

EisnerAmper•New York, NY

19h•$120,000 - $200,000

About The Position

At EisnerAmper, we look for individuals who welcome new ideas, encourage innovation, and are eager to make an impact. Whether you’re starting out in your career or taking your next step as a seasoned professional, the EisnerAmper experience is one-of-a-kind. You can design a career you’ll love from top to bottom – we give you the tools you need to succeed and the autonomy to reach your goals. The Senior Compensation Manager is a strategic leader and expert advisor responsible for shaping EisnerAmper’s enterprise‑wide compensation strategy. This role ensures our programs are equitable, competitive, scalable, and future‑ready, leveraging modern analytics, job architecture frameworks, and emerging HR technologies. The ideal candidate brings a forward‑looking perspective on pay transparency, talent markets, and compensation governance—while executing with operational excellence and cross‑functional collaboration. What it Means to Work for EisnerAmper: You will get to be part of one of the largest and fastest growing accounting and advisory firms in the industry You will have the flexibility to manage your days in support of our commitment to work/life balance You will join a culture that has received multiple top “Places to Work” awards We believe that great work is accomplished when cultures, ideas and experiences come together to create new solutions We understand that embracing our differences is what unites us as a team and strengthens our foundation Showing up authentically is how we, both as professionals and a Firm, find inspiration to do our best work

Requirements

Bachelor’s degree in HR, Business, Finance, or related field
8+ years of progressive compensation experience
3+ years in a leadership role within a multi‑state or multi‑market organization.
Experience implementing or managing job architecture frameworks and compensation modernization initiatives (a growing trend across LinkedIn postings)
Experience in Workday Advanced Compensation
Experience in base pay, variable incentive design, market pricing, and pay equity
Experience with U.S. federal/state compensation laws and pay transparency requirements

Nice To Haves

Advanced analytics, modeling, and scenario planning capabilities
Expertise in PowerBI
Excellent communication skills, including ability to translate complex data into simple, actionable insights
Comfort with ambiguity, transformation‑oriented thinking, and continuous improvement
High emotional intelligence and strong influencing skills with senior stakeholders
Experience in professional services or partnership‑based firm structures
Exposure to executive compensation, deferred compensation, or LTIP programs
Experience supporting M&A compensation integration work

Responsibilities

Evolve and maintain EisnerAmper’s enterprise compensation philosophy, policies, and governance model, ensuring alignment with firm values and business priorities.
Lead modernization of compensation infrastructure, including job architecture, leveling frameworks, career pathing, and salary structures—mirroring approaches used by leading firms.
Ensure compliance with FLSA, state/local pay equity laws, and pay transparency regulations.
Serve as a firm‑wide ambassador for pay transparency, equitable pay practices, and compensation education for leaders and employees.
Lead all annual compensation programs—including merit, market adjustments, promotions, and bonus cycles—using Workday Advanced Compensation.
Partner with Finance on budgeting, forecasting, accruals, and compensation modeling.
Develop tools, dashboards, and scenario‑planning models for leaders and HRBPs.
Increase automation and reduce manual processes through Workday optimization, PowerBI dashboards, and AI‑augmented workflows.
Conduct market benchmarking using Mercer, Radford, WTW, and peer group datasets.
Build predictive insights on market movement, internal parity, and retention risk.
Lead recurring pay equity analyses and partner with HR to implement remediation recommendations.
Provide data‑driven insights to senior leadership that shape total rewards strategy.
Oversee design, modeling, and governance of incentive bonus programs, including annual and ad‑hoc plans.
Partner with Finance and firm leadership to align incentive structures with financial performance and growth targets.
Evaluate short‑ and long‑term incentive competitiveness, leveraging trends from peer firms and market data sources.
Transform compensation processes using Workday, PowerBI, AI‑enabled analytics, and workflow automation.
Establish a continuous improvement roadmap, identifying opportunities for simplification, standardization, and enhanced employee experience.
Introduce modern tools such as compensation forecasting algorithms, geo‑differential automation, and pay transparency reporting.
Serve as a trusted advisor to HRBPs, Talent Acquisition, Finance, and business leaders on all compensation matters.
Coach and develop the Senior Compensation Analyst, fostering a high‑performance, growth‑oriented culture.
Partner with Talent Acquisition to guide offer structuring, hiring ranges, and competitive compensation positioning.
Communicate program changes, market insights, and governance updates to executive leadership.