Compensation Manager

About

Reporting to the Senior Manager, Compensation, the Compensation Manager oversees the day-to-day operations and delivery of the organization’s compensation programs. This role leads a team of specialists and ensures all compensation activities are executed accurately, efficiently, and in compliance with internal policies and regulatory requirements. The position partners closely with HR and business leaders to support fair, transparent, and competitive compensation practices aligned with organizational goals.

Key Responsibilities

• Lead and support the compensation team to ensure consistent, high-quality program execution
• Manage annual compensation cycles, including salary reviews, incentive plans, and bonus programs
• Oversee administration of long-term incentive programs (LTIP), including tracking, vesting, payouts, and vendor coordination
• Prepare materials and reporting for senior leadership and board-level discussions
• Conduct market analysis using compensation surveys and benchmarking data
• Ensure consistency in job evaluation processes and maintain job architecture frameworks
• Maintain compensation data integrity and partner with HRIS teams on system updates
• Advise HR and business leaders on compensation decisions to support equitable outcomes
• Collaborate with external consultants, vendors, and auditors as needed
• Identify and implement process improvements to enhance efficiency and controls
• Ensure compliance with applicable laws, policies, and governance standards

Education

• Degree in Business, Human Resources, Commerce, or a related field, or equivalent experience

Experience

• 7+ years of progressive compensation experience, including team leadership or mentorship
• Experience managing annual compensation cycles (salary increases, bonuses, incentives)
• Experience with incentive programs such as AIP and/or LTIP
• Familiarity with job evaluation methodologies and job architecture frameworks
• Strong analytical skills with advanced Excel proficiency
• Experience with HRIS systems (e.g., SuccessFactors or similar)
• CCP designation is an asset

Core Competencies

• Collaborative, team-oriented leadership style
• Strong attention to detail and accountability
• Clear communicator able to simplify complex concepts
• Sound judgment and decision-making skills
• High level of professionalism and confidentiality
• Adaptable and resilient in a fast-paced environment
• Strong integrity when handling sensitive information