Compensation Manager- Remote at WARNER PACIFIC INSURANCE

Westlake Village, California, United States -

Full Time

Start Date

Immediate

Expiry Date

09 Oct, 26

Salary

150000.0

Posted On

11 Jul, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Compensation Strategy, Variable Compensation Design, Sales Incentive Planning, Market Benchmarking, Job Evaluation, Pay Equity Analysis, Budget Forecasting, HRIS Proficiency, Data Analysis, Regulatory Compliance, Stakeholder Management, Job Architecture

Industry

Insurance

Description

Compensation Manager Remote- Pacific Time Zone The Compensation Manager is responsible for designing, implementing, and managing compensation programs that are equitable, competitive, and aligned with business objectives. This role leads compensation strategies with heavy emphasis on variable compensation bonus design/management for a national sales organization and oversees salary structures, incentive plans, variable pay programs, and job evaluation processes across multiple markets. The Compensation Manager partners closely with HR, Finance, Sales, and Operations leadership to support pay decisions, drive market competitiveness, maintain internal equity, and ensure compliance with applicable laws and company policies. This position plays a critical role in supporting organizational performance by developing compensation programs that motivate employees, reinforce business strategy, and promote fair and sustainable pay practices. Overview of Responsibilities This position requires the ability to lead, manage, and execute core compensation functions, including but not limited to the following: • Compensation Strategy & Planning: 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. • Sales and Incentive Program Design: Design, administer, and evaluate sales variable compensation and incentive programs, including plan design, governance, communication, and return-on-investment analysis. • Market Research & Benchmarking: Conduct market pricing and salary benchmarking analyses to maintain competitive pay practices and support internal equity. • Job Evaluation & Grading: Evaluate positions and maintain job architecture, leveling, and grading frameworks to support consistent compensation decisions across functions and markets. • Compliance: Ensure compensation programs comply with federal, state, and local regulations, including pay transparency, wage and hour considerations, and other applicable compensation-related requirements. • Budget Management: Support compensation budgeting processes by forecasting the financial impact of pay plans, annual merit cycles, promotions, and variable pay programs. • Collaboration & Communication: Partner with HR, Finance, senior leadership, and external vendors to provide guidance on compensation decisions, communicate pay programs, and support manager and employee understanding. • Data Analysis & Reporting: Analyze compensation data to identify trends, assess program effectiveness, develop insights, and support strategic decision-making. • Pay Governance: Establish and maintain compensation policies, approval processes, and controls to ensure consistency, accuracy, and alignment with organizational standards. • Program Leadership: Lead compensation projects and continuous improvement efforts and provide guidance or mentoring to team members and cross-functional partners involved in compensation administration. (This summary does not contain a complete list of all essential job functions, responsibilities, qualities or skills associated with or required for this position but is intended to provide only a general overview of these areas for informational purposes. The Company reserves the right to modify this summary and any aspect of the position, responsibilities, qualifications or skills at any time in its sole discretion.) Additional Skills and Requirements • Education: Bachelor’s degree in human resources, Business, Finance, Accounting, Economics, or a related field required; Master’s degree preferred. An equivalent combination of education and relevant experience may be considered. • 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. • Analytical Skills: Demonstrated ability to interpret data, identify trends, and translate findings into practical recommendations for business leaders. • Communication & Collaboration: Excellent communication, relationship-building, and stakeholder management skills, with the ability to influence and partner effectively at all levels of the organization. • Organization: Strong organizational and time-management skills, with the ability to manage multiple priorities and meet deadlines in a fast-paced environment. • Working knowledge of federal, state, and local compensation-related regulations, including pay equity, wage and hour, and pay transparency requirements. • Demonstrated ability to maintain strict confidentiality and professionalism when handling sensitive employee, organizational, and compensation data. • Ability to work independently in a remote environment while managing deadlines, stakeholder expectations, and competing priorities. Compensation * Annual Salary Range*: $123,750 - $150,000 per year. * The actual compensation may vary from posting based on work experience, education, skill level, and/or geographic location. * * The hourly or salary range is the range Warner Pacific in good faith believes is the range of possible compensation for this role at the time of this posting. The Company may ultimately pay more or less than the posted range. This range may be modified in the future. No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law. * We offer a range of market-competitive benefits that include merit increases, paid holidays, Paid Time Off, medical, dental, vision, short- and long-term disability benefits, 401(k) + match, and life insurance. * As an organization that values diversity of backgrounds, experiences, thoughts, and education levels, we know that an amazing candidate may not have all the qualifications that are listed above. Warner does not want to miss out on excellent candidates. If you believe you would be able to leverage your skills and strengths to meet our “Duties & Responsibilities” section, please apply! We look forward to hearing from you! Warner Pacific is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other protected status under applicable law.

Responsibilities

The Compensation Manager designs and manages equitable compensation programs with a heavy focus on variable bonus design for a national sales organization. They partner with HR, Finance, and leadership to ensure market competitiveness, internal equity, and legal compliance.