Compensation Manager

Compensation Manager is responsible for designing, implementing, and managing compensation programs across multiple region and functional groups. This role ensures compensation practices are competitive, equitable, compliant, and aligned with business objectives. The Compensation Manager partners closely with HR, business leaders, and Finance to support talent attraction, retention, and performance through effective compensation strategies. This role plays a key part in mergers and acquisitions activity, including compensation due diligence, integration planning, job mapping, harmonization of pay programs, and transition support to ensure smooth integration of acquired businesses into the broader compensation framework. What You'll Do:

Lead the strategy, design, implementation, and governance of compensation programs across multiple regions and functional groups to ensure alignment with business priorities, market competitiveness, and internal equity.

Manage broad-based compensation programs and frameworks that support organizational growth, workforce planning, talent attraction, retention, and performance outcomes.

Oversee the development, administration, and evolution of salary structures, pay ranges, job architecture, leveling frameworks, and compensation guidelines to drive consistency and scalability across the organization.

Partner with HR, Finance, and business leadership to develop compensation programs and strategies that support regional and functional business needs while aligning with broader company strategy.

Provide strategic compensation consultation and recommendations for hiring, promotions, transfers, retention actions, reorganizations, market adjustments, and other employee pay decisions.

Lead annual compensation cycles, including merit planning, salary review, incentive and bonus planning, budgeting support, modeling, and recommendations.

Conduct market pricing, benchmarking, and competitive pay analysis using compensation surveys, internal data, and external labor market trends to ensure effective and informed pay decisions.

Analyze compensation data and workforce trends to identify risks and opportunities related to pay equity, pay compression, market positioning, organizational consistency, and cost effectiveness.

Monitor and evaluate internal equity across regions and functions, and recommend actions to support fair, consistent, and business-aligned compensation outcomes.

Serve as a subject matter expert on compensation strategy, policy interpretation, program design, and complex pay issues, providing consultative support to HR and business leaders.

Ensure compensation programs and practices comply with applicable federal, state, and local laws, regulations, and internal governance requirements, including FLSA and other pay-related compliance standards.

Support the design and administration of base pay, short-term incentive, bonus, and other variable pay programs, ensuring programs are aligned to company objectives and operational needs.

Lead job evaluation and benchmarking activities, including job matching, leveling, titling alignment, and organizational mapping across multiple business functions and regions.

Prepare compensation analyses, dashboards, presentations, and business cases for HR leadership, Finance, and senior executives to support decision-making and program enhancements.

Partner with regional and functional leaders to assess compensation implications of organizational design changes, workforce shifts, business growth, and talent strategy.

Lead compensation-related work for mergers, acquisitions, integrations, and reorganizations, including due diligence, assessment of legacy pay programs, cost analysis, job and grade mapping, harmonization planning, and transition support.

Collaborate with cross-functional partners during integration activities to evaluate financial impact, employee transition considerations, and alignment of compensation programs and practices.

Drive continuous improvement of compensation processes, tools, systems, reporting, and documentation to improve efficiency, scalability, transparency, and user experience.

Support participation in compensation surveys and maintain reliable market data sources to strengthen program design and decision support.

Contribute to the development and maintenance of compensation policies, procedures, standards, and manager guidance materials to promote consistent application across all supported regions and functions.

7+ years of progressive compensation experience, including support for large, complex, multi-region organizations.

Significant experience in compensation, total rewards, HR consulting, or a related field.

Experience managing compensation programs across multiple states, business units, and functions preferred.

Experience managing compensation strategy, salary structures, job architecture, and market pricing.

Strong experience supporting mergers and acquisitions, including compensation due diligence and post-close integration.

Experience in base wage and salary administration, including market pricing jobs and working with salary bands, merit planning, and performance management programs.

Experience in variable pay and sales compensation, including design, communication, implementation, and administration.

Proficiency with compensation, incentive, commission, and HRIS systems; experience with Xactly, SuccessFactors, ADP, and PayFactors is a plus.

Advanced Microsoft Excel skills, including pivot tables, lookups, and complex data analysis.

Relevant certifications (e.g., CCP, CBP, CPP, SHRM-CP or SHRM-SCP) are advantageousRelevant certifications such as CCP, CBP, CPP, SHRM-CP, or SHRM-SCP are preferred.

High School or GED - Required

4 Year / Bachelor's Degree - Preferred

Sit: Must be able to remain in a stationary position - Constantly – at least 51%

Walk: Must be able to move about inside/outside office or work location - Frequently – 21% to 50%

Use hands to finger, handle, or feel: Operates a computer and other office machinery - Constantly – at least 51%

Stoop, kneel, crouch, or crawl: Must be able to crouch down to stock shelves, pick up boxes, or position oneself to maintain computers in the lab/under desks/in server closet - Occasionally – up to 20%

Talk, hear, taste, smell: Must be able to use senses to effectively communicate with co-workers and clients and detect hazardous conditions - Frequently – 21% to 50%

Up to 10 pounds - Occasionally – up to 20%

Exposed to unpleasant or disagreeable physical environment such as high noise level and/or exposure to heat and cold - Occasionally – up to 20%

Travels to offsite locations - Occasionally – up to 20%

Rexel USA (A VEVRAA Federal Contractor), and its affiliated companies, is an EEO/Disabled/Veterans employer. All qualified candidates will receive consideration for employment without regard to any characteristics protected by law.

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