Sr. Manager, Compensation

Aon Corporation•Atlanta, GA

4d•Remote

About The Position

Want to partner with senior leaders to solve complex workforce and reward challenges that drive business success? This role serves as a strategic compensation advisor to their client groups, partnering closely with People Organization People Business Partners and business leaders. With a preference for Chicago, IL, any US location would be considered. Aon is in the business of better decisions. At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one engaged team, and we are passionate about helping our colleagues and clients succeed.

Requirements

8+ years of progressive compensation experience in a large, complex organization.
Experience in compensation analysis, salary administration, market pricing, and annual compensation processes.
Experience advising senior leaders and People Business partners on complex compensation matters.
Strong analytical and quantitative skills with the ability to interpret large data sets and develop actionable insights.
Experience developing executive-level presentations and recommendations.
Knowledge of compensation analyses, compensation analytics methodologies.
Experience with global compensation programs and governance frameworks.
Advanced Excel and data analysis skills.
Experience with compensation and HR technology platforms (e.g., Workday, compensation planning tools, pay equity platforms).
Strategic problem solver with strong business acumen, meticulous.
Demonstrates discretion and professionalism when handling highly confidential information.
Bachelor’s degree or equivalent years of industry experience.

Responsibilities

Provide guidance on compensation decisions including hiring, promotions, job changes, market adjustments, retention programs, and incentive opportunities.
Conduct complex compensation analyses and develop recommendations that balance market competitiveness, internal equity, affordability, and business needs.
Support the development, implementation, and governance of compensation programs, policies, and practices.
Partner with Finance and People Organization leadership to evaluate compensation-related costs and workforce planning implications.
Lead and support salary, bonus, and long-term incentive planning activities.
Provide analysis and recommendations related to budget allocation, salary increase planning, pay differentiation, and compensation outcomes.
Assess compensation trends and identify risks, opportunities, and emerging issues throughout the compensation cycle.
Support governance and maintenance of the Global Career Framework and job architecture.
Conduct market pricing analyses and evaluate competitiveness of salary structures and compensation programs.
Ensure alignment between compensation decisions, job architecture, and market practices.
Ensure compensation decisions and programs align with internal policies, governance requirements, and applicable regulations.
Identify compensation-related risks and recommend mitigation plans.
Support audits, governance reviews, and documentation requirements.
Maintain appropriate controls over compensation processes and data.