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Compensation Manager

Remote - United States

Company Overview

At Jensen Hughes, we lead with our Purpose + Principles and value our people. Across our global partnership of experts, clients, and communities, we are recognized worldwide for our leadership in fire protection engineering, a legacy of responsibility we have advanced with pride since 1939. Today, our expertise extends broadly across closely related risk management fields — from accessibility consulting, risk and hazard analysis, process safety and forensic investigations to security risk consulting, emergency management and digital innovation. As we champion best practices, set industry standards and support communities with innovative solutions, we are making the world a better place.

We believe that creating and sustaining a culture of trust, integrity and professional growth fundamentally includes a sustained commitment to Diversity, Equity, and Inclusion.

At Jensen Hughes, diversity is ingrained in our culture -- we accept people for who they are, regardless of age, disability, gender identity, gender expression, marital status, mental health, race, faith or belief, sexual orientation, or socioeconomic background.  Our differences and uniqueness are celebrated and reflected in our wide range of Global Employee Networks.

Job Overview

The Compensation Manager is responsible for developing, implementing, and administering compensation programs on a global basis to ensure the organization attracts and retains top talent while remaining competitive in the market. This role involves analyzing compensation data, conducting market research, and collaborating with HR and management teams to design and adjust compensation structures and incentive programs.

Responsibilities

  • Compensation Analysis: Conduct comprehensive analyses of internal and external compensation data to determine the competitiveness and equity of the organization's pay practices. Utilize benchmarking data and market trends to make recommendations for adjustments.
  • Compensation Structure Design: Develop and maintain the organization's compensation structures, including base pay, variable pay, and incentive programs. Ensure alignment with business goals, industry standards, and legal requirements.
  • Job Evaluation and Classification: Lead job evaluation and classification processes to determine appropriate job levels and salary ranges based on job responsibilities, qualifications, and market benchmarks. Ensure consistency and fairness in job classifications and pay decisions.
  • Compliance and Risk Management: Stay informed about relevant federal, state, and local laws and regulations related to compensation. Ensure compliance with legal requirements, such as the Fair Labor Standards Act (FLSA) and Equal Pay Act. Mitigate risks associated with compensation practices through proactive audits and reviews.
  • Communication and Training: Develop communication materials and conduct training sessions for managers and employees on compensation programs, policies, and procedures. Provide guidance and support to managers in making informed compensation decisions and addressing employee inquiries.
  • Performance Management Integration: Collaborate with HR and management teams to integrate compensation programs with performance management processes. Ensure that pay decisions are tied to individual and organizational performance objectives and outcomes.

Requirements and Qualifications

  • Bachelor's degree in Human Resources, Business Administration, Finance, or related field; Master's degree or relevant certification (e.g., Certified Compensation Professional, CCP) preferred.
  • 5+ years of experience in compensation management, including knowledge of compensation principles, practices, and regulations.
  • Experience with compensation development and management on a global basis.
  • Strong analytical skills with the ability to interpret complex data and trends.
  • Excellent communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams.
  • Proficiency in HRIS and compensation management software/tools.
  • Attention to detail and ability to maintain confidentiality.
  • Knowledge of relevant employment laws and regulations.
  • Ability to adapt to changing priorities and work in a fast-paced environment.
  • Ability to lead and mentor team members

#LI-KV1

#LI-Remote

 

Please note that the salary range provided is a good faith estimate for the position at the time of posting and not a guarantee of compensation. Final compensation may vary based on factors, including but not limited to, responsibilities of the job, education, experience, knowledge, skills, and abilities, geographic location, internal equity, alignment with market data.

 

Jensen Hughes offers a competitive total rewards package, which includes a 401(k) with company match, healthcare coverage and a broad range of other benefits. Incentives and/or benefit packages may vary depending on the positions.”

National Pay Range

$111,000 - $172,000 USD

Jensen Hughes is an Equal Opportunity Employer. Qualified candidates will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.


The security of your personal data is important to us. Jensen Hughes has implemented reasonable physical, technical, and administrative security standards to protect personal data from loss, misuse, alteration, or destruction. We protect your personal data against unauthorized access, use, or disclosure, using security technologies and procedures, such as encryption and limited access. Only authorized individuals may access your personal data for the purpose for which it was collected, and these individuals receive training about the importance of protecting personal data.  Jensen Hughes is committed to compliance with all relevant data privacy laws in all areas where we do business, including, but not limited to, the GDPR and the CCPA.  Additionally, our service providers are contractually bound to maintain the confidentiality of personal data and may not use the information for any unauthorized purpose.

 

*Policy on use of 3rd party recruiting agency for direct placements

Jensen Hughes will occasionally augment a recruiting search through agencies for certain positions when business conditions warrant. Jensen Hughes will not accept resumes, inquiries or proposals from recruiting agencies as an acceptable method to consider a candidate. 3rd party recruiting agencies must sign a standard Jensen Hughes agreement after being evaluated and accepted by a Human Resources or Talent Acquisition manager, or member of the talent acquisition team. Hiring managers and employees of Jensen Hughes are not authorized to accept resumes, engage in fee-based searches through recruiting firms or sign a search agreement. Please note this policy does not apply to “staffing firms” or firms that are involved with hiring temporary staff. Any recruiting agency interested in being considered may contact our recruiting team at jensenhughesrecruiting.com.

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