Compensation Manager

Warner Pacific University

Compensation Manager designing and managing compensation programs aligned with business objectives at Warner Pacific. Ensuring equitable and competitive compensation practices across the organization.

Posted 7/11/2026full-timeRemote • California • 🇺🇸 United StatesSeniorLead💰 $123,750 - $150,000 per yearWebsite

About the role

Key responsibilities & impact

Develop and implement compensation strategies that align with organizational goals, including salary structures, pay ranges, incentive programs, variable bonus design and performance-based pay systems.
Design, administer, and evaluate sales variable compensation and incentive programs, including plan design, governance, communication, and return-on-investment analysis.
Conduct market pricing and salary benchmarking analyses to maintain competitive pay practices and support internal equity.
Evaluate positions and maintain job architecture, leveling, and grading frameworks to support consistent compensation decisions across functions and markets.
Ensure compensation programs comply with federal, state, and local regulations, including pay transparency, wage and hour considerations, and other applicable compensation-related requirements.
Support compensation budgeting processes by forecasting the financial impact of pay plans, annual merit cycles, promotions, and variable pay programs.
Partner with HR, Finance, senior leadership, and external vendors to provide guidance on compensation decisions, communicate pay programs, and support manager and employee understanding.
Analyze compensation data to identify trends, assess program effectiveness, develop insights, and support strategic decision-making.
Establish and maintain compensation policies, approval processes, and controls to ensure consistency, accuracy, and alignment with organizational standards.
Lead compensation projects and continuous improvement efforts and provide guidance or mentoring to team members and cross-functional partners involved in compensation administration.

Requirements

What you’ll need

Education: Bachelor’s degree in human resources, Business, Finance, Accounting, Economics, or a related field required; Master’s degree preferred.
Preferred Certifications: Certified Compensation Professional (CCP) preferred; SHRMSCP/SHRM-CP, SPHR/PHR, or similar compensation or human resources certification also valued.
Experience: 10–15 years of progressive compensation experience, including expertise in sales or service compensation design, variable comp, total rewards, HR operations, or management consulting.
Heavy emphasis on variable compensation design/management for National Sales Teams.
Technical Knowledge: Strong knowledge of compensation principles, job evaluation, market pricing, salary structures, incentive plan design, and compensation-related analytics.
Systems Experience: Experience with HRIS, payroll, and compensation systems such as, ADP, or similar platforms preferred; advanced proficiency with compensation modeling, data analysis, and spreadsheet tools strongly desired.
Organizational and time-management skills, with the ability to manage multiple priorities and meet deadlines in a fast-paced environment.

Benefits

Comp & perks

merit increases
paid holidays
Paid Time Off
medical
dental
vision
short- and long-term disability benefits
401(k) + match
life insurance

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

Compensation PrinciplesJob EvaluationIncentive Plan DesignCompensation-Related AnalyticsSalary StructuresData AnalysisCompensation ModelingForecastingReturn-On-Investment AnalysisCompensation Budgeting

Soft Skills

Organizational SkillsTime-Management SkillsCommunication SkillsMentoring SkillsCollaboration Skills

Certifications

Certified Compensation Professional (CCP)SHRMSCP/SHRM-CPSPHR/PHR