Senior Manager Compensation

Title: Senior Manager Compensation

Summary:

The Senior Manager Compensation will be responsible for leading the development and execution of compensation strategies that attract, retain, and motivate top talent, including executives. This role involves analyzing market trends, developing pay grades, managing day-to-day admin responsibilities (evaluating jobs and making comp recommendations), and creating comp and pay grade resources for HR and other team managers to utilize when figuring out correct pay grades for their job descriptions. You will ensure compliance with regulations and collaborate with HR leadership teams to align compensation practices with organizational goals, including promoting pay equity and managing executive and sales compensation plans. You will be the Compensation Subject Matter Expert (SME) on the HR team, and will need to be strategic with a higher level of executive compensation experience.

Type: Full-time / Perm / Hybrid

Locations: Seattle, WA or Spokane, WA

Compensation & Benefits:

• Salary Range - $103k - $181k/annually, depending on location and experience.
• Bonus Incentive
• 401(k) Plan Match
• Competitive Medical, Dental, & Vision Plans

Qualifications & Requirements:

• Bachelor’s Degree in Human Resources, Business Administration, or a related field is required.
• Master’s Degree is strongly preferred.
• 10 years of experience in executive and sales compensation development, planning, structuring, management, implementation, and continuous process improvement.
• 5 years in a senior leadership position within a HR team for a large company.
• Proficient in compensation analysis tools and HRIS systems.
• Compensation Subject Matter Expert (SME) including being strategic and having a higher level of executive and sales compensation experience.
• Ability to manage day-to-day compensation administrative responsibilities, including evaluating jobs and making comp recommendations.
• Strong knowledge of compensation regulations and best practices, including pay equity laws and executive compensation structures.
• Strong experience in administration responsibilities, including developing and managing salary surveys, job codes, and pay equity.
• Excellent analytical, communication, and interpersonal skills.
• Strong strategic thinking and problem-solving abilities.
• Ability to work collaboratively across departments.
• Strong attention to detail and organizational skills.
• Proficient in data analysis and reporting.
• Willing and able to travel to Eastern Washington once or twice a year for events.
• Must (currently) reside in Seattle, WA or Spokane, WA.

Key Responsibilities:

• Act as the Compensation Subject Matter Expert (SME) for the HR team.
• Lead the development and execution of compensation planning, structuring, and strategies that attract, retain, and motivate top talent, including executives.
• Analyze market trends, develop pay grades, ensure compliance with regulations, and collaborate with HR leadership to align compensation practices with organizational goals, including promoting pay equity and managing sales compensation and commission plans.
• Compensation Strategy Development - Design and implement comprehensive compensation programs, and market-based compensation structures, including base pay, short-term incentive plans, long-term incentive plans, sales compensation structures, and executive compensation packages.
• Executive Benefit Programs - Work collaboratively with CHRS to design and oversee executive benefit programs, including retirement plans and other perks tailored for executive positions.
• Market Analysis - Conduct market research and benchmarking to ensure competitive compensation offerings across all employee groups, including executives and sales teams.
• Pay Equity Analysis - Lead initiatives to assess and address pay equity within the organization, ensuring fair and equitable compensation practices across all levels and demographics.
• Policy Development - Develop and maintain compensation policies and guidelines to ensure compliance with legal and regulatory requirements, including those related to pay equity and sales compensation.
• Collaboration - Work closely with HR business partners, finance, sales leadership, and executive leadership to align compensation strategies with business objectives and promote equitable pay practices.
• Data Analysis - Analyze compensation data to assess the effectiveness of compensation programs, including executive compensation and benefits, and short-term and long-term incentives, and make recommendations for improvements with a focus on equity. Prepare and present reports on compensation trends, pay equity analysis, executive compensation effectiveness, sales compensation effectiveness, and budget impact to senior leadership.
• Stakeholder Communication - Communicate compensation strategies, policies, pay equity initiatives, and executive compensation plans effectively to employees and management.