Sr. Compensation & Benefits Manager

Job Description Job Purpose:

The Sr. Compensation & Benefits Manager is a senior individual contributor supporting core Compensation programs and major Total Rewards projects to ensure competitive, equitable, and compliant pay practices. Reporting to the Sr. Director, Compensation & Benefits and Performance, the role serves as expert in Job Evaluation and Job Description governance, ensuring consistent job leveling and accurate job documentation that supports our job architecture framework. The position administers compensation programs, including job evaluations, salary structures, incentive plans and drives key Total Rewards initiatives across the organization, influencing stakeholders through expert consultation rather than direct leadership

Key Responsibilities:

Compensation Management

•  Maintain and analyze compensation programs using market data and evaluation methodologies.
•  Conduct compensation surveys and deliver market insights and recommendations.
•  Recommend updates to compensation programs to support competitiveness and internal equity.
•  Develop salary structures, merit budgets, and pay guidelines.
•  Review pay actions for policy compliance and equity.
•  Analyze variable pay programs and support incentive modeling. Job Evaluation & Job Architecture
•  Lead Job Evaluation processes to ensure consistent methodology and internal equity.
•  Audit job leveling and grading decisions.
•  Develop and maintain accurate, aligned job descriptions.
•  Sustain job architecture frameworks supporting pay decisions and organizational design. Total Rewards Project Leadership
•  Participates in Total Rewards initiatives (structure redesigns, incentive modeling, pay equity, benchmarking, system/process enhancements).
•  Develop communication materials for Total Rewards programs.
•  Partner with HR Systems on requirements, enhancements, and reporting. HR Partnership & Advisory
•  Advise HR and leaders on compensation decisions, job leveling, and job design.
•  Influence stakeholders through data-driven recommendations.
•  Collaborate with HR, Finance, Legal, and Talent partners on planning and decision-making. Analytics, Reporting & Compliance
•  Produce compensation models, costing scenarios, dashboards, and analyses.
•  Ensure compensation practices comply with laws and regulations.
•  Maintain data accuracy, confidentiality, and integrity across HRIS systems.

Pay ranging anywhere from $50-59/hr based on location & experience. We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.

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https://insightglobal.com/workforce-privacy-policy/. Skills and Requirements

•  5-6+ years of progressive experience in Compensation or Total Rewards.
•  Experience in job evaluation, market pricing, job architecture, and compensation program design.
•  Demonstrated ability to manage complex projects and deliver high-quality results.
•  Strong analytical and quantitative skills, including modeling and data interpretation.
•  Expertise in compensation strategy, job evaluation, and job architecture.
•  Advanced proficiency in Excel and HRIS systems.
•  Ability to build collaborative relationships and partner cross-functionally.
•  Ability to manage multiple high-impact projects in a fast-paced environment
•  Convince other subject matter experts to accept new concepts, practices, and approaches
•  May cooperate with and coordinate 3rd parties e.g. external service providers
•  Understand customer and key stakeholders interests and concerns and advise direct reports, customers and key stakeholders
•  Provide technical guidance to line managers and employees
•  Individual Contributor may coach, review and delegate work to lower-level professionals
•  Bachelor's degree in a related field
•  Professional certification (e.

g., CCP, SHRM-CP/SCP, PHR/SPHR) preferred