Compensation & Analytics Manager

THE ROLE 

The Compensation & Analytics Manager plays a key role in shaping and advancing the organization's compensation strategy. This position partners closely with HR leadership, Finance, and business leaders to design, analyze, and implement compensation programs that support business objectives, attract and retain talent, and ensure market competitiveness. 

This role is highly analytical and project-oriented, with a particular focus on compensation program design, sales incentive plan development, benchmarking and market analysis, acquisition integration, and executive-level reporting. The successful candidate will also serve as support to the Chief Human Resources Officer, providing data-driven insights and recommendations to support compensation planning, budgeting, and Compensation Committee materials. 

This position offers an excellent opportunity for a compensation professional who enjoys combining strategy, analytics, and project execution to influence key business and talent decisions. 

KEY RESPONSIBILITIES 

Compensation Program Design & Management 

• Support the design, enhancement, and implementation of broad-based compensation programs, including base salary structures, incentive plans, and reward frameworks. 

• Develop recommendations for salary ranges, pay positioning, and compensation program enhancements based on market data and business needs. 

• Partner with HR Business Partners and business leaders to address complex compensation issues and provide consultative guidance. 

• Ensure compensation programs comply with applicable regulations, company policies, and governance standards. 

Job Evaluation, Market Analysis & Compensation Assessment 

• Conduct targeted job evaluations and organizational compensation assessments to ensure internal equity and external competitiveness. 

• Analyze industry trends, competitive practices, and emerging compensation developments. 

• Prepare recommendations for salary structures, market adjustments, and compensation strategy changes. 

Sales Incentive & Variable Compensation 

• Support the design, modeling, implementation, and ongoing evaluation of sales incentive and variable compensation programs. 

• Analyze plan effectiveness, participant performance, and cost implications to ensure alignment with business objectives. 

• Recommend improvements to sales compensation structures, measures, and governance processes. 

• Partner with Finance and business leadership to ensure accurate incentive plan modeling and forecasting. 

Strategic Compensation Projects 

• Support compensation-related projects from concept development through implementation and communication. 

• Support compensation due diligence activities related to acquisitions and strategic transactions. 

• Analyze compensation structures and incentive programs of acquired organizations and develop integration recommendations. 

• Partner with HR leadership to align compensation programs, job architecture, and pay practices following acquisitions or organizational changes. 

• Assist in the development and implementation of integration roadmaps and change management activities. 

Compensation Planning, Analytics & Reporting 

• Support annual compensation planning processes, including merit increase, promotional increase, and incentive funding analysis and recommendations. 

• Support the preparation of materials, presentations, and compensation analyses for executive leadership, senior management, and the Compensation Committee.