Compensation Manager

About the Role

The Compensation Leader is a key member of our client's Human Resources leadership team, responsible for developing and executing a comprehensive compensation strategy that supports the company’s business goals and talent objectives.

Reporting to the VP, Human Resources, this role leads the design, implementation, and administration of compensation programs — including base salary structures, short- and long-term incentives, and executive compensation — ensuring internal equity and external competitiveness across both domestic (CONUS) and international (OCONUS) operations.

This individual will serve as the subject matter expert on compensation, advising senior leaders and HR partners on market trends, compliance requirements, and strategic pay decisions that attract and retain top talent in a highly technical and regulated industry.

Competencies

Strategic Compensation Leadership

Leads the design and implementation of compensation programs aligned with business strategy, balancing competitiveness, internal equity, and fiscal responsibility.

Analytical and Data-Driven Decision-Making

Applies quantitative analysis, market data, and predictive modeling to guide executive pay, salary structure, and incentive planning decisions with precision and accuracy.

Regulatory and Compliance Expertise

Demonstrates deep understanding of federal, state, and international compensation regulations, including pay transparency, FLSA, and data reporting standards; ensures compliance and audit readiness.

Business Acumen

Connects compensation strategy directly to business performance, workforce planning, and financial outcomes; uses commercial insight to influence leadership decisions.

Influence and Communication

Translates complex data into clear, compelling narratives for executives and managers; effectively gains buy-in from key stakeholders across technical and operational teams.

Change and Program Management

Leads cross-functional initiatives that modernize compensation structures, integrate survey data, and improve automation and reporting processes across multiple business units.

Global Mindset

Understands the complexities of administering compensation in both domestic (CONUS) and international (OCONUS) environments; adapts strategies to regional market dynamics and cultural contexts.

Collaboration and Partnership

Builds trust and strong working relationships across HR, Finance, and Operations; fosters teamwork and open communication to achieve organizational goals.

Innovation and Continuous Improvement

Identifies opportunities to optimize pay practices, leverage technology, and streamline processes that enhance program efficiency and employee experience.

Compensation Strategy & Program Management

• Lead the design, development, and execution of the company’s compensation programs, including base salary, short-and long-term incentives, equity, and bonus plans.
• Ensure the compensation strategy supports the organization’s business goals and attracts top talent while maintaining internal equity.
• Develop and implement strategies for executive compensation and collaborate with leadership on pay decisions.

Market Research & Benchmarking

• Conduct comprehensive market research and benchmarking to ensure the company’s compensation programs remain competitive, including benchmarking for roles outside of the continental United States.
• Utilize industry salary surveys and internal data to guide compensation decisions and recommend pay adjustments.
• Monitor market trends, emerging compensation practices, and legal requirements to keep the company’s programs up to date

Qualifications

Education

• Bachelor’s degree in human resources, Business Administration, Finance, or related field required.
• Master’s degree preferred.
• Certified Compensation Professional (CCP) or Compensation Management Specialist (CMS) desirable.

Experience

• 8+ years of experience in compensation analysis, design, and program management.
• Proven success leading complex compensation initiatives in multi-state or global environments.
• Strong understanding of job architecture, pay bands, and market pricing methodologies.
• Experience with data analytics, survey management, and compensation software systems.

Skills and Attributes

• Advanced proficiency in Microsoft Excel (pivot tables, VLOOKUP, regression analysis).
• Strong quantitative and analytical capability.
• Excellent communication and presentation skills.
• Ability to influence stakeholders across functions.
• High attention to detail and commitment to accuracy
• Proven ability to balance strategic and operational priorities in a fast-paced environment.

Required Skills

• Advanced proficiency in Microsoft Excel (pivot tables, VLOOKUP, regression analysis).
• Strong quantitative and analytical capability.
• Excellent communication and presentation skills.
• Ability to influence stakeholders across functions.
• High attention to detail and commitment to accuracy.
• Proven ability to balance strategic and operational priorities in a fast-paced environment.

Preferred Skills

• Experience in a highly technical and regulated industry.
• Familiarity with compensation software systems.

Pay range and compensation package

Competitive salary commensurate with experience, along with a comprehensive benefits package.

Equal Opportunity Statement

M.C. Dean is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.