Compensation Manager

POSITION SUMMARY:

At PennEngineering, we innovate and collaborate to make the world a better place. You can contribute to work that matters with a company where diversity, equity and belonging are shared values. We're committed to fostering an environment for every employee that's welcoming, respectful and inclusive, with great opportunity for professional growth. Find your future with us.

PennEngineering is seeking a motivated, excited, individual to be a part of the Corporate HR Team. As the Compensation Manager at PennEngineering, you'll collaborate with teams that do truly amazing things.

Join us as we build the future in Manufacturing and Engineering!

Perks and Benefits:

• Medical \& Employer Paid: Dental and Vision
• Parental Leave
• 401k and Employer Match
• Paid time off and holidays
• Tuition reimbursement
• Paid On the Job Training
• Performance incentive bonuses
• Community Volunteering
• Talent Referral Bonus Program
• Onsite Fitness Center
• Employee Centric Culture
• Company Provided Technology (laptop, phone, monitors for office and home environment)

WHAT YOU WILL DO:

The Compensation Manager leads the design, implementation, and administration of company-wide compensation programs, including base pay, short-term incentives, long-term incentives, and executive compensation. This role partners with HR Business Partners to develop compensation strategies that support employee attraction and retention while managing fiscal resources responsibly. The ideal candidate brings deep technical expertise in compensation methodology, strong business partnership skills, and the ability to lead complex, cross-functional projects in our global organization.

Responsibilities:

• Lead the development, implementation, and administration of compensation programs, including incentive programs and executive compensation — covering benchmarking, salary structures, job evaluation, job grading, salary increase administration, short-term bonus design, long-term incentives (equity), metric tracking, and equity ownership guidelines
• Prepare materials, analyses, and recommendations for the Compensation Committee and Board of Directors
• Partners with Finance on the design and administration of equity programs (stock options, RSUs, performance shares) for executives and broader eligible populations
• Assist Finance/Legal on equity plan share reserve management, grant approvals, and accounting/expense implications
• Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with market trends and business objectives
• Participate in global and local compensation benchmark surveys (e.g., Mercer) to ensure market competitiveness in base pay and short-term incentives, and use market data to maintain grade and range structures
• Provide guidance to HR business partners and people managers on compensation decisions, policy interpretation, and job evaluations
• Develop, compile, and present compensation data, analyses, and proposals to senior leadership
• Oversee compensation tools and processes to improve data quality, efficiency and employee experience
• Proactively analyze market trends, compensation practices and economic conditions to develop recommendations that support talent and business objectives.
• Develop communication and education strategies that enable leaders and employees to understand and effectively leverage compensation programs
• Provide expert counsel on the design, development, and financial/budget impact of compensation programs
• Maintain and improve compensation-related systems, tools, and data (e.g., ADP Lyric and Decusoft Compose)
• Support executive onboarding related to compensation packages and serve as an ongoing point of contact for executive compensation inquiries
• Ensure compliance with federal, state, and local compensation laws and regulations, including FLSA and pay equity requirements (performs pay equity analysis)

Requirements:
WHAT WE ARE LOOKING FOR:

• Bachelor's degree in Human Resources, Business, Finance, or a related field
• 5 – 7 years of progressively responsible experience in compensation, executive compensation, broad-based compensation with global experience
• Recent experience using the Mercer (or other 3rd party) compensation methodology and survey participation
• Experience designing and administering short term and long term (equity) incentive programs.
• Strong knowledge of job evaluation methodologies, salary structure design, and market pricing
• Solid understanding of U.S. federal, state, and local laws governing base and incentive compensation
• Advanced Excel skills, plus strong Word and PowerPoint proficiency
• HRIS and payroll system knowledge
• Excellent analytical, project management, interpersonal, and influencing skills
• Strong communication skills (written and verbal), business judgement and the ability to manage highly sensitive confidential information
• Ability to balance competing priorities in a fast-paced environment with a strong sense of urgency
• Demonstrated ability to drive and sustain operational excellence, including process automation

Preferred Qualifications

• Certified Compensation Professional (CCP) certification
• Skills to design and administer executive compensation (including long term incentive/equity) programs
• Prior experience working directly with a Board Compensation Committee
• Experience leveraging modern analytics, data and AI-enabled tools to drive insights, improve efficiency, and support compensation decision-making.
• Experience with compensation planning tools (e.g., Decusoft Compose, ADP)

Compensation: $125,000-150,000