Compensation Manager

The Compensation Manager is responsible for the management, administration, analysis, and continuous improvement of GBMC HealthCare’s compensation programs. The position provides operational leadership for compensation activities, including market pricing, salary structure administration, position evaluations, internal equity assessments, compensation budgeting, regulatory compliance, and compensation-related financial modeling. The Compensation Manager leads the ongoing Organizational Compensation Review and quarterly market adjustment process, ensuring recommendations are data-driven, financially responsible, internally equitable, and aligned with organizational priorities. The position supervises compensation staff and partners with Total Rewards director, Finance, Human Resources, and operational leaders to support informed compensation decisions and effective implementation of approved programs. Education:

Bachelor’s degree in Human Resources, Business, Finance, or related field, or equivalent combination of education and directly relevant experience.

Experience:

Minimum five years of progressively responsible compensation experience. Healthcare compensation experience strongly preferred.

Licensure, Certifications :

Certified Compensation Professional (CCP) preferred.

Skills:

Advanced Excel, HRIS, market pricing, salary structure design, financial modeling, and pay equity/compression analysis.

Ability to translate complex compensation and financial analyses into actionable recommendations.

Strong analytical, communication, organizational, and staff leadership skills.

Principal Duties and Responsibilities:

Compensation Program Management: Directs day-to-day management and administration of compensation programs, including base pay, salary structures, job evaluations, market adjustments, merit programs, and special pay practices. Establishes operational priorities, procedures, and quality controls.

Market Analysis and Position Reviews: Leads ongoing market pricing and the Organizational Compensation Review, including competitive market data, salary ranges, incumbent positioning, internal equity, pay compression, and recruitment and retention considerations. Develops recommendations for individual positions, job groups, and salary structures.

Compensation Governance: Manages implementation of the approved compensation governance framework, including quarterly market reviews, position prioritization, data validation, financial modeling, and preparation of recommendations for Compensation Committee consideration. Documents and monitors approved decisions.

Salary Structure Administration: Maintains and evaluates pay grades, salary ranges, and related compensation practices. Recommends salary range and incumbent pay adjustments to support market competitiveness, internal equity, and mitigation of pay compression.

Financial Analysis and Budget Support: Develops cost projections for market adjustments, merit increases, salary structure changes, and special pay programs. Partners with Finance and Total Rewards leadership to assess financial impact and implementation scenarios. Provides analytical support for organizational labor expense management, including salary expenditures, compensation trends, and proposed actions.

Compensation Analytics and Reporting: Develops reports, analyses, and measures of market competitiveness, pay equity, compensation expenditures, and program effectiveness. Presents findings and recommendations to leadership.

Regulatory Compliance and Policy Administration: Ensures compliance with applicable wage and hour laws, pay equity requirements, and organizational policies. Oversees compensation-related job description review, job classification, and documentation standards.

Stakeholder Collaboration: Partners with HR Business Partners, HRIS, Finance, and operational leaders to validate position information, evaluate compensation concerns, support workforce planning, and implement approved decisions.

Compensation Team Leadership: Supervises and develops compensation staff, including the Compensation Analyst. Establishes priorities, monitors deliverables, validates analyses, and ensures accuracy, responsiveness, and accountability.

Continuous Improvement: Improves compensation processes, reporting, data integrity, systems utilization, and operational effectiveness. Leads special projects as assigned.

All roles must demonstrate GBMC Values:

Respect

I will treat everyone with courtesy. I will foster a healing environment.

Treats others with fairness, kindness, and respect for personal dignity and privacy

Listens and responds appropriately to others’ needs, feelings, and capabilities

Excellence

I will strive for superior performance in every aspect of my work. I will recognize and celebrate the accomplishments of others.

Meets and/or exceeds customer expectations

Actively pursues learning and self-development

Pays attention to detail; follows through

Accountability

I will be professional in the way I act, look and speak. I will take ownership to solve problems.

Sets a positive, professional example for others

Takes ownership of problems and does what is needed to solve them

Appropriately plans and utilizes required resources for various job duties

Reports to work regularly and on time

Teamwork

I will be engaged and collaborative. I will keep people informed.

Works cooperatively and collaboratively with others for the success of the team

Addresses and resolves conflict in a positive way

Seeks out the ideas of others to reach the best solutions

Acknowledges and celebrates the contribution of others

Pay Range

$89,456.67 - $161,022.00 Final salary offer will be based on the candidate's qualifications, education, experience and alignment with our organizational needs.

Equal Employment Opportunity

GBMC HealthCare and its affiliates are Equal Opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law.