About this position
The Senior Manager, Compensation will be the architect of our enterprise-wide compensation framework, creating a unified, equitable, and competitive total rewards strategy. This role will lead the effort to standardize our compensation philosophy and job architecture across all MCG centers of excellence, ensuring that we attract and retain top-tier talent while maintaining internal equity and external competitiveness.
Requirements
· Compensation Philosophy: Define and implement a cohesive compensation philosophy that aligns with MCG’s business goals and cultural values across all centers of excellence.
· Job Architecture & Leveling: Design and manage a standardized job architecture, including job families, leveling structures, and titling conventions to provide clarity and career pathing across the organization.
· Market Intelligence: Oversee participation in salary surveys and conduct regular market benchmarking to ensure MCG remains competitive in the industries we serve.
· Standardization of Job Descriptions: Partner with leadership and HRBP teams to create a centralized repository of standardized job descriptions that reflect core competencies and requirements.
· Annual Cycles: Lead the end-to-end administration of annual base salary increases, promotions, and incentive plans.
· Pay Equity: Conduct regular audits to ensure compliance with pay equity laws and internal standards, addressing any discrepancies proactively.
· Compliance & Governance: Ensure all compensation programs comply with federal, state, and local regulations (e.g., FLSA) and provide guidance on complex regulatory issues.
Attributes:
· Have Humanity: You approach compensation with empathy, recognizing that pay impacts the lives of every employee and their families. You actively listen to feedback from various business units to ensure our pay practices remain fair and respectful to all.
· Be Transparent: You demystify complex pay structures by providing clear, honest communication to leaders and employees about how their compensation is determined. You prioritize openness in sharing the "why" behind our job architecture and leveling decisions.
· Drive Innovation: You constantly look for modern, data-driven ways to evolve our total rewards strategy rather than relying on "how it’s always been done." You embrace a growth mindset to adapt our job descriptions and structures as our industry shifts.
· Be Resilient: You remain agile when business needs shift, pivoting your job architecture strategies to support new acquisitions or organizational changes. You view compensation challenges as opportunities to apply resourcefulness and find creative solutions.
· Always Reliable: You consistently deliver accurate market data and meet critical deadlines for annual cycles and compliance audits. Stakeholders trust you to follow through on every commitment and maintain the integrity of our compensation data.
· Grit: You tackle the complex, often tedious work of standardizing disparate data sets across multiple companies with relentless determination. You persevere through administrative obstacles to ensure every MCG employee is mapped to the correct job family and pay grade.
Required Knowledge/Experience:
· Bachelor’s degree in Human Resources, Finance, Business Administration, related field, or equivalent experience. Certified Compensation Professional designation is a plus.
· 8+ years of progressive experience in compensation, with at least 3 years in a leadership or senior-level individual contributor role.
· Track record of building job architectures and compensation structures from the ground up, ideally within a multi-entity or parent company environment.
· Advanced proficiency in Microsoft Office Suite (Outlook, Excel, Teams, PowerPoint) and experience leveraging HRIS data for reporting and modeling. Paylocity experience preferred.
· Ability to distill complex financial and data-driven concepts into clear, actionable insights for senior leadership and diverse stakeholders.
· Strong written and oral communication skills. Ability to communicate with, present to, and influence at all levels of the organization.
· Proven ability to build strong relationships with stakeholders at all levels of the business.
· Maintain discretion and confidentiality.
Exceptional time management, organizational skills, and attention to detail.