Role Summary

The Manager, Compensation supports the administration, governance, and ongoing management of the Company's deferred compensation programs. Reporting to the Director, Compensation, this role partners closely with Legal, Payroll, Finance, and external service providers to execute deferred compensation operations, support regulatory compliance, and deliver a high-quality participant experience. In addition, the position provides broad-based compensation support across programs and processes, including market benchmarking, job evaluation, annual compensation planning, and special projects. This role offers the opportunity to contribute across a broad range of compensation initiatives, including compensation planning, program administration, analytics, and enterprise-wide compensation projects.

Responsibilities

• Manage the day-to-day administration of the Company's deferred compensation plans, including enrollment, contribution and distribution processing, data validation, and ongoing plan operations.
• Partner with Payroll, Tax, and Finance to ensure accurate processing, reporting, and taxation of deferred compensation transactions.
• Help research and resolve participant issues while ensuring a high level of customer service and responsiveness.
• Maintain administrative procedures and operational processes to support effective plan administration and risk management.
• Support executive-level communications, presentations, and materials related to deferred compensation programs.
• Partner with Finance, Accounting, Tax, and Payroll teams on deferred compensation liabilities, forecasting, reporting, and reconciliation activities.
• Support cross-functional initiatives involving deferred compensation plans, including systems implementations, program enhancements, and corporate transactions.
• Conduct market pricing, benchmarking, and competitive assessments for a broad range of roles, and summarize findings to support compensation recommendations.
• Support annual compensation planning activities, data validation, reporting, and analysis.
• Partner with HR Business Partners to provide compensation guidance, influence decisions, and drive stakeholder alignment on complex compensation matters.
• Support pay transparency, pay equity, regulatory compliance, and other governance initiatives through data analysis, reporting, and process execution.
• Assist with the design, administration, and evaluation of compensation programs, policies, and processes across the organization.