Senior Manager, Compensation

Orion•Omaha, NE

1d•Hybrid

About The Position

As Senior Manager, Compensation, you'll own Orion's core annual compensation deliverables, the merit cycle, market pricing, bonus payments, and sales compensation plans, and provide the leadership needed to drive each to successful, on-time completion. Sitting within the HR Business Partner organization and reporting to the VP, HR Business Partners, you'll be accountable for results while leading a team of two. You will be responsible to identify outcomes that simplify and modernize how compensation work gets done, and serve as a steady, informed voice for the Compensation function as part of the broader Business Partner team. It is anticipated that an incumbent in this role will work as a Hybrid employee, with three (3) or more days each week required on-site at one of the listed office locations. Candidates should be located within a commutable distance to an office. Internal candidates currently aligned to an Orion office location may be given preference; however, internal candidates with varying work arrangements may be considered based on experience and business needs. Work location is subject to change based on business needs.

Requirements

Bachelor's degree in Human Resources, Business Administration, Accounting, Finance, or a related field.
Minimum of 4 years of experience in broad-based compensation programs (executive or board-level compensation experience not required).
Experience owning and leading recurring compensation deliverables (merit, market pricing, bonus, sales compensation) to completion, including directing the work of others.
Strong analytical and Excel skills, with the ability to build clear, audience-ready reports and presentations.
Excellent verbal and written communication skills; comfortable advising HRBPs and leaders directly and confidently.
Proven ability to deliver recurring, deadline-driven processes (merit, bonus, market pricing, sales compensation) accurately and on schedule.
Experience administering or overseeing sales incentive or commission plans, including calculations and plan documentation.
Experience partnering cross-functionally with Finance or similar teams on compensation-adjacent data and reporting.
Ability to work effectively and communicate steadily through periods of organizational change.
Owns and manages relationships with stakeholders directly and work effectively with people at all levels in an organization

Nice To Haves

Experience with HRIS/compensation systems; interest in or experience with automation or AI-enabled tools that improve HR process efficiency is a plus.
CCP certification a plus, not required.

Responsibilities

Lead, coach, and develop a team of compensation partners.
Own the annual merit increase cycle end to end, directing the Compensation Partner's execution of the timeline and system readiness, and delivering clear calibration support, guidelines, and outcomes to HRBPs and leaders.
Own the annual bonus/incentive payment cycle, directing accurate calculations and timely payouts, and ensuring clean coordination with Payroll and Finance.
Own the annual market pricing and salary structure review, directing the Compensation Partner's use of Orion's established job evaluation and benchmarking methodology, and finalizing structure updates based on survey data.
Own the annual sales compensation plan process, directing the Sales Compensation Partner's work and partnering with Finance to finalize plan updates each Q3 and Q4 in alignment with sales leadership.
Direct the Compensation Partner's maintenance of job evaluations, salary ranges, and compensation structures, ensuring documentation stays current, accurate, and easy for HRBPs to apply consistently.
Partner with HRBPs and leaders on day-to-day compensation questions, including new hire offers, promotions, adjustments, retention actions, and off-cycle changes.
Build and maintain compensation dashboards and reporting for the Business Partner team and leadership; deliver ad hoc analysis on pay equity, budget impact, and trends.
Translate compensation data and recommendations into clear, audience-appropriate communications and materials for HRBPs, leaders, and team members.
Serve as the escalation point for sales compensation questions from sales leadership and plan participants, coordinating with Finance on data and calculation matters as needed.
Identify opportunities to streamline and simplify recurring compensation processes, including exploring automation and AI-enabled tools, to increase the speed and accuracy of the annual cycle.
Serve as a knowledgeable, steady voice on compensation matters for the Business Partner team as roles and structures are evaluated over the coming year.
Ensure compensation practices comply with applicable pay transparency, wage and hour, and other regulatory requirements.