Compensation Manager

Overview

Design, implement, and manage compensation programs and ensure compliance

Key Responsibilities

• job evaluation
• market pricing
• compensation programs
• compliance
• benchmarking
• pay equity

Tasks

-Lead job evaluation, market pricing, and salary structure development and maintenance. -Manage relationships with external compensation survey vendors and consultants. -Develop, implement and manage base and variable compensation programs (e.g., merit increases, bonus plans, sales incentives). -Ensure compliance with applicable laws and regulations (e.g., FLSA, Pay Transparency, EEO). -Advise managers and senior leadership on compensation decisions, policy interpretation, and job offers. -Partner with HR Business Partners and Talent Acquisition to ensure equitable and competitive compensation offers. -Conduct compensation benchmarking and market analysis to ensure competitive pay practices. -Develop and deliver compensation training and communications for HR and leadership. -Lead or participate in compensation-related projects such as pay equity analysis, compensation system implementation, or M&A activities. -Administer annual compensation review process, including merit, promotions, and incentive payouts.

Requirements

• ccp
• excel
• hris
• mba
• compensation
• leadership

What You Bring

-Deep understanding of compensation principles, labor laws, and compliance requirements. -7+ years of progressive experience, including leading and supervising teams -Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; Master’s degree or MBA preferred. -Strong analytical skills and proficiency in Excel and HRIS systems. -CCP (Certified Compensation Professional) strongly preferred. -High level of integrity, discretion, and attention to detail. -Excellent communication, presentation, and stakeholder management skills.

People Also Searched For

Benefits

-Long-term disability -Bonus program -Flexible Spending Account (FSA) / Health Savings Account (HSA) -Employee Stock Ownership Plan (ESOP) -Health, dental, vision and life insurance -Holidays and PTO -401K Retirement plan

About Garney Construction

-Transitioned to 100% employee ownership by 1995, fueling growth through shared stakes and commitment. -Grew via acquisitions (Grimm in 2001, Encore in 2012) to expand regional footprint and capabilities. -Self-performs complex projects: pipelines up to 156″, water/wastewater treatment plants, pump stations and large concrete tanks. -Specializes in marine infrastructure, heavy civil work, site development and turnkey waterworks. -Now ranked top in national ENR standings for water transmission, supply, sanitary/storm sewers, and treatment facilities. -Adopts cutting-edge tech such as excavator-mounted live-dig radar to minimize utility strikes and boost safety. -Revenue reached approximately $2 billion, powered by innovative delivery methods like CMAR, design-build and P3.

Sector Specialisms

Security Clearance

-garney construction conducts background screening and maintains a drug‑free workplace.