Back to jobs

Manager, Compensation

Dayton, OH; Remote - United States

We seek to move the world forward through innovative thinking.

Woolpert is an award-winning, global leader in architecture, engineering, and geospatial services. We blend design excellence with cutting-edge technology to deliver exceptional client value. Our team is passionate about their work and committed to building the next generation of industry leaders, and as a certified Great Place to Work®, Woolpert embraces progress and innovation to create limitless opportunities for career growth.

JOB SUMMARY:   

Leads the design, implementation, and governance of the organization’s global compensation programs to ensure they are competitive, equitable, scalable, and compliant. Provides strategic direction and operational oversight across compensation structures, policies, and processes, while partnering with HR, leadership, and Finance to align pay practices with business objectives. Oversees market analysis and the development of pay structures and job architecture.  Drives enterprise-wide compensation programs, leads compensation-related projects, manages vendor relationships, and delivers insights to leadership through data-driven analysis and reporting.   

Provides oversight for global mobility programs, including employment-based immigration and domestic and international relocation, ensuring compliance, consistency, and alignment with organizational strategy.

We are unable to provide visa sponsorship for this position. Applicants must already possess work authorization in the country the job is located.

JOB DUTIES: 

Compensation  

  • Lead the development and ongoing evolution of global compensation strategy, framework, and philosophy.   
  • Design and maintain salary structures, pay ranges, and job architecture to ensure alignment with market competitiveness and internal equity.   
  • Establish and govern compensation policies, guidelines, and best practices across the organization.  
  • Conduct market research, benchmarking, and survey participation to assess competitiveness and inform compensation decisions.   
  • Provide leadership on job evaluation, leveling, and classification to ensure consistency and accuracy across roles.   
  • Partner with HRBPs and leadership to price new and existing roles, ensuring alignment with market and internal structure.  
  • Lead enterprise pay equity analyses and recommend corrective actions where needed.   
  • Ensure all compensation practices comply with federal, state, local, and global regulations.   
  • Partner with Legal/HR leadership on regulatory changes impacting compensation programs.  
  • Support design and administration of variable pay programs, including incentive and bonus structures.   
  • Partner with Finance and HR leadership to develop compensation budgets and forecasts.  
  • Deliver insights through compensation analytics, dashboards, and reporting on key metrics (e.g., compa-ratio, pay equity, market positioning).   
  • Provide recommendations based on data analysis to support business decisions and workforce planning.  
  • Oversee compensation systems (e.g., Dayforce), ensuring data integrity and process efficiency.   
  • Lead compensation-related projects, including system implementations, process improvements, and global standardization efforts.   
  • Establish scalable processes and governance models for compensation operations.  
  • Serve as a strategic advisor to HR, executives, and managers on compensation matters.   
  • Lead training and education for HR teams and managers on compensation practices, tools, and policies.   
  • Partner with HR Communications to develop clear employee-facing compensation materials.  
  • Manage relationships with external compensation consultants, survey providers, and vendors.   
  • Collaborate cross-functionally with HR, Finance, Legal, IT, and leadership to align compensation initiatives.  
  • Assist Mergers & Acquisitions team and HRBPs with mapping new employees and jobs into existing compensation structures. 

Global Mobility & Immigration  

  • Manage Global Mobility & Immigration function and staff, and oversee the processing of all employment-based immigration processes, including visa sponsorships, renewals, and compliance for domestic and international employees.   
  • Partner with internal legal counsel, external immigration counsel, and HR teams to ensure timely and compliant management of all immigration cases.   
  • Lead and administer domestic and international relocation programs, ensuring consistency, cost-effectiveness, and alignment with organizational needs.   
  • Develop and maintain policies and guidelines for relocation and mobility programs, including exceptions and approvals.   
  • Provide guidance to HR, leadership, and employees on immigration and relocation matters, including eligibility, timelines, and program requirements.   
  • Monitor trends, regulatory changes, and best practices related to global mobility and immigration to inform program enhancements.  

TRAVEL REQUIREMENTS: 

  • No travel required.   

REQUIRED EDUCATION:   

  • Bachelor's degree in Human Resources, Business Administration, or related field required.  

REQUIRED EXPERIENCE:    

  • 10+ years of progressive experience in compensation, including program design and management required.  
  • Experience with Dayforce or similar HRIS Systems required.  

REQUIRED KNOWLEDGE, SKILLS & ABILITIES: 

  • Strong knowledge of FLSA provisions and general HR regulations required. 
  • Strong knowledge of compensation frameworks, job architecture, and global market practices required.   
  • Ability to lead compensation programs (salary planning, incentive programs, pay equity) required.   
  • Advanced Excel skills, including pivot tables, LOOKUP functions and/or INDEX+MATCH, IF/THEN statements, formulas, etc. required. 
  • Advanced analytical skills and experience using HRIS and compensation tools required.   
  • Strong communication, consulting, and influencing skills required.   

PREFERRED EDUCATION: 

  • Master’s degree in Human Resources, Business Administration, or related field preferred. 

PREFERRED EXPERIENCE: 

  • Experience building and maintaining compensation structures for global organizations preferred.  
  • Experience applying advanced analytics, modeling, or data visualization tools preferred.  
  • Prior leadership or people management experience preferred.  

PREFERRED CERTIFICATIONS, LICENSES, OR TRAINING:  

  • Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), or similar certification preferred.  

PHYSICAL REQUIREMENTS & WORKING CONDITIONS: 

  • Consistent with those found in a typical office environment. 

Benefits You Will Love

Certified as a Great Place to Work, Woolpert is one of the fastest-growing architecture, engineering, and geospatial companies in the world. With over 75 offices and countless projects around the globe, you’ll work on meaningful assignments that improve quality of life around the world. In addition to offering competitive pay, we provide employees with a robust set of unique benefits, including:

  • Freedom to Work program: Set your own schedule and location (as appropriate).
  • Principal program: Earn the opportunity to become an owner of the firm.
  • Flexible paid time off/vacation: Take time off when it makes sense for you and your team.
  • Career development: Explore a wide range of learning and growth opportunities within and across industries.
  • Health, life, vision, and dental insurance: Cover all your medical bases.
  • Paid sick time, retirement plan, fitness reimbursement, pet insurance, identity protection, technology stipend, employee assistance program, and more!

#LI-MH1

#LI-Remote

Base pay offered may vary depending on job-related knowledge, skills, and experience.

Pay Range

$118,200 - $147,800 USD

Find out more about what Woolpert has to offer here:  http://woolpert.com/about-us/

Woolpert is an equal-opportunity employer. Woolpert is committed to the full inclusion of all individuals. We recruit, train, compensate, and promote regardless of race, religion, color, national origin, sex, disability, age, veteran status, and other protected status as required by applicable law.  You may view more about EEO on our website: Equal-Employment-Opportunity-The-Law.pdf and EEO is the Law Poster Supplement.

Applicants who require an accommodation throughout the application and interview process should request this in advance by contacting askhr@woolpert.com.

If you need to reschedule or cancel your interview, please reach out to your recruiter by contacting recruiting@woolpert.com. 

To all agencies: Please, no phone calls or emails to any employee of Woolpert or any of our subsidiaries about this requisition. All resumes submitted by search firms/employment agencies to any employee at Woolpert via email, the internet, or in any form and/or method will be deemed the sole property of Woolpert, unless such search firms/employment agencies were engaged by Woolpert's Talent Acquisition Team for this requisition and a valid agreement is in place. In the event a candidate who was submitted outside of Woolpert's applicant process is hired, no fee or payment of any kind will be paid.

Create a Job Alert

Interested in building your career at Woolpert? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

If you would like to share additional documents (such as a portfolio, work samples, or certifications), please upload them here

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...
Select...
Select...

If yes, you can always opt-out by replying STOP.

Privacy Acknowledgement *

Please review our Privacy Policy to understand how we protect your personal information. By proceeding, you acknowledge and agree to our commitment to safeguarding your privacy.

CLEAR Identity Verification Acknowledgement *

To protect both candidates and our company from impersonation and/or fraud, Woolpert uses CLEAR to confirm identities in a secure, consistent way. CLEAR FAQs

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Woolpert’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.