Sr. Manager, Compensation

The Guitar Center Company•Westlake Village, CA

21h•$160,000 - $190,000

About The Position

The Senior Manager, Compensation is responsible for leading the design, implementation, and management of compensation programs that support the company’s business objectives, talent strategy, and total rewards philosophy. This role partners closely with HR, Finance, Systems/Technology, Legal and business leaders to ensure compensation programs are competitive, equitable, and scalable. As a hands-on leader, the role oversees compensation planning, market benchmarking, job architecture, recognition programs, governance, and compensation analytics while managing a small team of compensation professionals.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
8+ years of experience in compensation including leadership experience.
Strong functional knowledge of compensation strategy, market pricing, job evaluation, salary administration practices, HRIS and compensation systems.
Experience managing annual compensation planning and market benchmarking processes.
Strong analytical and problem-solving skills with advanced Excel and data analysis capabilities.
Strong project management, communication and stakeholder management skills.
Working knowledge of compensation-related laws and regulations including FLSA and wage/hour compliance.

Nice To Haves

advanced degree or certifications (e.g., CCP, CEBS, SPHR) preferred.

Responsibilities

Lead the development and administration of compensation programs including base pay, incentive plans, bonuses, and recognition programs.
Lead and manage annual compensation planning, market benchmarking, job architecture, compensation structure, pay policies and processes to support organizational growth and deliver competitive, consistent, and scalable pay practices.
Partner with HR and business leaders to align compensation strategies with business goals and workforce priorities.
Oversee compensation vendors, systems, budgets, and related processes to ensure operational effectiveness.
Lead, coach, and develop a small compensation team.
Foster a culture of collaboration, continuous improvement, and analytical decision-making.
Support broader talent and total rewards initiatives through cross-functional partnership.
Design and manage recognition and rewards programs that support engagement and performance.
Develop monetary and non-monetary recognition strategies aligned with company culture and business objectives.
Develop and deliver communication materials and training resources to improve understanding of compensation and total rewards programs.
Simplify and improve access to compensation-related tools, resources, and processes.
Ensure compliance with applicable federal, state, and local compensation regulations, including FLSA and wage and hour requirements.
Monitor legislative and market trends impacting compensation practices.
Establish and maintain compensation policies, governance standards, and documentation.
Analyze compensation data and trends to assess program effectiveness and support business decisions.
Prepare reports and presentations for HR and senior leadership.
Partner with HR and Technology teams to improve compensation data quality, reporting, and visibility.