Compensation Manager

Job Title: Compensation Manager
Salary Range: $125,000 to $140,000
Location: Seattle, WA - 3 days required in office, 2 days remote

About the Position
The Compensation Manager leads the administration and continuous improvement of Evergreen Goodwill’s compensation programs, including job evaluation and architecture, market pricing, salary structures, annual compensation planning, pay equity, incentive compensation, and reporting. As the organization’s compensation subject matter expert and a consultant to People & Culture and business leaders, this role uses market and workforce data to develop practical recommendations that align with the compensation philosophy and business objectives while supporting internal equity, legal compliance, and market competitiveness.
Essential Functions and Responsibilities
Compensation Program Management & Consultation

Manage and administer compensation programs, policies, and practices in alignment with Evergreen Goodwill’s compensation philosophy, business objectives, internal equity, and market competitiveness.
Serve as the compensation subject matter expert and consultant to People & Culture partners and business leaders on pay decisions, job evaluations, promotions, organizational changes, and other compensation matters.
Develop clear compensation recommendations and business cases for leadership review and approval.
Develop and maintain compensation policies, procedures, guidelines, manager tools, and communications that promote consistent and understandable pay practices.

Job Architecture, Market Pricing & Salary Structures

Lead job evaluation, job architecture, and job leveling activities, ensuring consistent application of approved frameworks and methodology.
Conduct and interpret market pricing, benchmarking, and competitive pay analyses and translate findings into actionable recommendations.
Manage compensation survey participation, job matching, market data review, and vendor relationships.
Maintain salary structures, pay ranges, geographic differentials, and compensation frameworks; recommend adjustments based on market movement, organizational needs, and internal equity.

Annual Compensation & Incentive Programs

Lead key components of annual compensation planning, including merit increases, promotional increases, market adjustments, budget modeling, implementation, and manager support.
Administer incentive compensation programs, including eligibility reviews, payout calculations, controls, reporting, and coordination with Payroll and Finance.
Develop planning tools, process documentation, timelines, and quality checks to support accurate and efficient compensation cycles.

Pay Equity, Analytics & Reporting

Conduct pay equity analyses and reporting, identify potential areas of concern, and recommend solutions that support equitable pay practices.
Develop compensation reporting, dashboards, and analytics to support leadership decision-making, workforce planning, and program evaluation.
Analyze compensation and workforce data to identify trends, risks, and opportunities; present conclusions and recommendations to People & Culture and business leaders.
Protect the accuracy, integrity, confidentiality, and appropriate use of compensation and employee data.

Partnership, Compliance & Continuous Improvement

Partner with People & Culture, Finance, Payroll, HRIS, and business leaders on organizational design, restructuring, workforce planning, and compensation implementation.
Support compliance with federal, Washington State, and local compensation requirements, including pay transparency and equal pay obligations.
Partner with HRIS teams to strengthen compensation data integrity, system configuration, reporting, and process improvements, including work performed in Dayforce.
Lead compensation projects and continuous improvement initiatives that strengthen program effectiveness, governance, employee experience, and operational efficiency.

Commitment to Goodwill Mission & Values

Advance Evergreen Goodwill’s mission and values through equitable, consistent, and financially responsible compensation practices.
Demonstrate sound judgment, discretion, and professionalism when handling sensitive employee and organizational information.
Practice safe work habits in support of a workplace safety culture and report potential hazards or accidents.
Perform other duties as assigned in support of department and organizational needs.

Additional Responsibilities

Work independently and collaboratively while managing multiple priorities and deadlines.
Communicate complex compensation concepts clearly to technical and nontechnical audiences.
Maintain current knowledge of compensation practices, market trends, regulatory developments, and analytical methods.
Meet established timelines and maintain accurate documentation, controls, and records for assigned programs and projects.

Position Requirements
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements below are representative of the knowledge, skill, and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and Experience

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field, or an equivalent combination of education and relevant experience.
At least 6 years of progressive compensation or total rewards experience.
Demonstrated experience managing compensation programs and processes, including salary administration, market pricing, job evaluation, salary structures, and compensation planning.
Experience using HRIS, reporting, and analytics tools; Dayforce experience preferred.
Experience in a nonprofit, high-growth, multisite, or mission-driven organization preferred.
Certified Compensation Professional (CCP) designation preferred.

Knowledge, Skills & Abilities

Strong knowledge of compensation principles, job evaluation, salary administration, market pricing, pay equity, and compensation program governance.
Working knowledge of applicable federal, Washington State, and local employment laws and regulations related to pay practices, pay transparency, equal pay, and HR data.
Strong analytical, financial modeling, problem-solving, and quality-control skills with exceptional attention to detail.
Ability to interpret complex compensation and workforce data, identify meaningful insights, and present clear recommendations.
Strong consultation, communication, influence, and relationship-building skills.
Ability to exercise sound judgment and discretion with confidential and sensitive information.
Ability to manage multiple priorities and deadlines in a fast-paced environment.

Computer/Technology Skills

Advanced proficiency in Microsoft Excel, including complex formulas, data analysis, financial modeling, and presentation-ready outputs.
Proficiency with Microsoft Word, PowerPoint, Outlook, and Teams.
Experience with HRIS and compensation-planning systems, preferably Dayforce.
Experience developing dashboards and reports using available business intelligence, HRIS, or data visualization tools.
Ability to learn new technology and software related to the job.

Physical Abilities
While performing the duties of this job, the employee will be required to sit for extended periods, communicate with others by talking and hearing, operate computer systems, and occasionally lift and carry items weighing up to 15 pounds. Specific vision abilities include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Must communicate effectively, verbally and in writing, including with people who have limited English skills. Maintain reliable attendance.
Essential Mental/Sensory Abilities

Analyze and interpret quantitative and qualitative data.
Apply critical thinking, judgment, and problem-solving to complex compensation matters.
Maintain sustained attention to detail and accuracy.
Prioritize work and manage multiple deadlines and confidential assignments.
Create clear written communications, presentations, recommendations, and technical documentation.

Work Environment
Work is primarily performed in an office or hybrid office environment with regular use of computer systems and virtual collaboration tools. The role may require occasional travel to Evergreen Goodwill locations, meetings, or professional events. Work may periodically require extended hours during annual compensation planning, major projects, or time-sensitive organizational initiatives.