Sr. Compensation Manager

Ports America•Tempe, AZ

About The Position

In the maritime industry, where colossal ships dock, and millions of tons of cargo are moved with precision, it takes teams of dedicated individuals to keep global trade in motion. Working in this dynamic sector means that you play a part in ensuring the pulse of commerce never skips a beat, all while driving the future of supply chain logistics and marine terminal operations. Dive into a career where your talents make an impact and help us steer the future of this vital sector. Every job function in our organization, whether it’s on the docks or behind the scenes in administrative roles, finance, payroll, or IT, has a significant impact on the national economy and critical supply chain operations. Where the pulse of global trade meets the precision of maritime excellence, at Ports America, we don’t just move cargo; we drive the nation’s economic engine! The Senior Manager, Compensation is responsible for leading the design, administration, and governance of the company's compensation programs, with primary accountability for compensation strategy, market competitiveness, pay equity, salary administration, and incentive program support. This role serves as the organization's subject matter expert on compensation and partners closely with HR leadership, Finance, and business leaders to ensure pay programs align with business objectives, internal equity, and compliance requirements. This role also provides leadership and oversight for compensation-related systems, analytics, and reporting, and partners with HRIS resources to ensure UKG and related systems effectively support compensation administration, reporting, and business needs.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field, or an equivalent combination of education and experience.
8+ years of progressive experience in compensation, total rewards, or related HR disciplines, with significant hands-on responsibility for compensation program design and administration.
Strong experience managing compensation programs, including salary structures, market pricing, annual merit processes, and incentive administration.
Experience advising leaders on compensation decisions and applying compensation philosophy in a practical business environment.
Experience partnering with HRIS teams and supporting compensation-related system processes, reporting, and process improvement; UKG & Salary.com experience preferred.
Working knowledge of applicable compensation laws and regulations, including FLSA, pay equity considerations, and related compliance requirements.
Demonstrated ability to manage projects, analyze complex data, and influence decisions across functions and leadership levels.

Nice To Haves

Prior people leadership or team oversight experience
Professional certification (e.g., CCP, SHRM-CP, SHRM-SCP, or similar)
Deep knowledge of compensation principles, salary administration, job architecture, market benchmarking, and pay governance.
Strong analytical capability with the ability to interpret compensation, HR, and workforce data and translate insights into actionable recommendations.
Advanced Excel skills and strong comfort working with large datasets, reporting tools, and HR systems.
Strong understanding of compensation data, reporting, and process interdependencies across HR, Payroll, Finance, and HRIS platforms.
Excellent verbal and written communication skills, with the ability to explain compensation concepts clearly to leaders, managers, and employees.
Strong judgment, discretion, and ability to manage sensitive and confidential information.
Ability to balance strategic thinking with hands-on execution in a fast-paced environment.
Strong collaboration and relationship-building skills across corporate functions.
Customer-focused, solutions-oriented approach with a strong commitment to quality and operational excellence.

Responsibilities

Lead the administration and continuous improvement of the organization's compensation programs, with a strong emphasis on base pay, annual merit planning, incentive programs, and pay governance.
Develop, maintain, and communicate compensation philosophy, practices, and guidelines that support business strategy, talent attraction, retention, and internal equity.
Manage salary structures, job grades, pay ranges, and related compensation frameworks to ensure alignment with market trends and organizational needs.
Conduct market pricing, benchmark analyses, and compensation survey participation to assess external competitiveness and make informed recommendations.
Partner with HR Business Partners and business leaders to advise on compensation decisions, including new hires, promotions, internal transfers, market adjustments, and merit increases.
Review and approve compensation actions to ensure consistency, compliance, and adherence to established compensation philosophy and guidelines.
Lead the annual merit and bonus planning process, including modeling, budget alignment, recommendations, and leadership support.
Establish and oversee pay equity reviews and compensation governance practices, identifying risks and recommending corrective actions as needed.
Prepare compensation analytics, dashboards, and reporting to support data-driven decision-making by HR and business leadership.
Ensure all compensation programs and pay practices comply with applicable federal, state, and local laws and internal policies.
Partner closely with Finance on compensation planning, budgeting, accruals, and reporting to ensure alignment and accuracy.
Support compensation-related communication and manager education by creating tools, guidelines, and training that improve consistency and decision quality across the organization.
Partner with HRIS, Payroll, IT, and vendors to ensure compensation processes are effectively supported within UKG and related systems.
Help define and improve compensation-related system workflows, reporting, and data integrity controls.
Support compensation planning cycles by ensuring system readiness, reporting accuracy, and effective administration.
Collaborate on system enhancements, issue resolution, and process improvements that strengthen compensation operations and analytics.
Provide compensation subject matter expertise for HRIS projects, upgrades, integrations, and reporting initiatives.
Provide day-to-day leadership, coaching, and development support to team members and foster a collaborative, service-oriented environment.
Build strong partnerships across HR, Finance, Payroll, IT, and business leadership to drive effective execution of compensation priorities.
Lead or contribute to cross-functional projects related to compensation, systems, reporting, process improvement, and organizational effectiveness.
Promote a high standard of responsiveness, accountability, confidentiality, and operational excellence within the function.