Compensation Manager

Position Summary

The Compensation Manager is responsible for developing and managing AON’s compensation strategy to ensure equitable and competitive pay practices within the organization and support attracting and retaining talent in a rapidly evolving healthcare environment. This role will include analyzing compensation data, designing compensation structures, and ensuring compliance with federal and state regulations while collaborating with various stakeholders to support the organization's strategic goals.

The Compensation Manager has strong knowledge of industry benchmarking data sources, is familiar with regulatory requirements related to compensation practices, and has experience developing compensation plans and programs to meet organizational needs. The position organizes and coordinates job descriptions across the organization, and prepares analytical, comparative, and information level reports related to organization compensation, equity, and trends.

Key Performance Areas

Compensation Strategy

• Partner with leadership to align compensation strategy with organizational objectives, ensuring market competitiveness while maintaining financial sustainability.
• Develop and refine compensation policies, including merit increases, salary administration guidelines, and incentive/bonus structures.
• Evaluate and recommend changes to compensation plans to improve alignment with organizational goals and talent needs.
• Conduct market analysis to ensure competitive compensation practices, adjusting pay scales and structures as necessary.

Establish and Maintain Compensation Structures

• Design, implement, and manage a comprehensive compensation structure that supports the organization's needs across all positions
• Conduct market analyses to determine appropriate salary ranges and incentive targets.
• Evaluate job roles, descriptions, and levels to determine appropriate pay levels and support equity across the organization. Analyze compensation data to assess internal equity and external competitiveness.
• Maintain and update job descriptions and salary grade assignments as necessary.
• Create and manage salary grades, pay bands, and incentive programs based on organizational needs and industry standards.

Compliance and Regulatory Oversight

• Ensure that compensation practices comply with all applicable federal, state, and local wage and hour laws, including FLSA, EEO, and other regulatory requirements.
• Stay up-to-date on healthcare industry compensation trends, government regulations, and economic factors that impact pay practices.

Compensation Program Administration

• Manage annual salary review processes, including budgeting, merit increases and administrative adjustments.
• Oversee incentive and bonus plans, ensuring they are aligned with organizational goals and deliver desired performance outcomes.

Collaboration & Consultation

• Lead compensation-related communication efforts to educate employees and leadership on pay philosophy, structure, and policy.
• Work closely with HR business partners, talent acquisition, and department leaders to ensure compensation practices meet evolving workforce needs and provide guidance and support for employee compensation issues
• Provide support for recruitment and retention efforts through effective compensation strategies.
• Provide expertise in job evaluation, internal and external pay equity analysis, and salary offer recommendations.
• Collaborate on budgeting and workforce planning; monitor and evaluate compensation expenditures against budgetary constraints.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master's degree preferred.

Experience

• Minimum of 5 years of progressively responsible compensation management experience.
• Multi-state experience and experience within healthcare industry preferred.
• Proven experience in designing, implementing, and managing compensation structures and strategies.
• Strong analytical and problem-solving experience with attention to detail and the ability to interpret data to drive strategic decisions.
• Excellent communication and presentation experience to effectively explain compensation strategies.
• Ability to collaborate effectively with diverse stakeholders to develop pay practice solutions.
• Experience with HRIS systems, compensation tools, and advanced Excel to support data analysis needs.
• Ability to maintain confidentiality and handle sensitive information appropriately.

​Certifications

• Certified Compensation Professional (CCP) certification or other relevant certification preferred.

Travel: None

Remote Position: Yes

Standard Work Days/Hours: Monday to Friday, 8:00 AM – 5:00 PM.