Trilon Group

Compensation

Full Description

Compensation Manager Department: Corporate/Administrative Employment Type: Full Time Location: Remote- USA Compensation: $120,000 - $150,000 / year Description We are seeking a strategic, analytical, and highly collaborative Compensation Manager to design and lead our approach to market analysis across a decentralized organization. This role does not have direct reports but carries significant influence: you will define the strategy, processes, and tools that enable teams throughout our network to understand and apply competitive market data effectively. The Compensation Manager will be responsible for shaping how we evaluate market competitiveness, selecting and managing compensation survey vendors, and building scalable resources that empower distributed HR and business partners to be self-sufficient. This is an excellent opportunity for someone who loves solving complex compensation challenges, enabling others, and building frameworks in an environment where standardization must balance with decentralized autonomy Key Responsibilities Market Analysis Strategy & Framework Development • Develop a comprehensive company-wide strategy for market pricing and competitive analysis, tailored to a decentralized organizational model. • Identify when, how, and why market analysis should occur and create clear decision frameworks for leaders across the network. • Establish standard methodologies, guidelines, and best practices for conducting market analyses consistently and accurately across varied organizational units. • Evaluate, select, and manage relationships with compensation survey vendors and data providers, ensuring purchased data sets meet organizational needs. Tools, Resources & Enablement • Design and implement tools (e.g., templates, dashboards, documentation, self-service guides) that enable HR partners and managers across the decentralized network to conduct market pricing independently. • Build scalable processes that support distributed teams while ensuring accuracy and alignment with overall compensation philosophy. Collaboration & Stakeholder Engagement • Partner closely with Regional Chief People Officers, HR business partners, Talent Acquisition, Finance, and business leaders to understand market analysis needs and ensure solutions are practical and user-friendly. • Provide thought leadership, training, and consultation on compensation principles, market practices, and data interpretation. Perform market analysis for complex or high-impact market pricing needs. Bonus Plan Administration • Partner with business leaders and Finance to produce quarterly communications related to company performance related to the company’s incentive plan. • Coordinate the annual bonus review process with business leaders, finance, and the company’s CEO. Skills, Knowledge and Expertise Required: • 3+ years of experience in compensation, market analysis, or related HR analytics roles. Experience in a consulting environment is preferred. • Strong analytical abilities, proficient in Microsoft Excel. • Demonstrated experience performing market analysis to design compensation frameworks • Strong knowledge of compensation principles, survey methodologies, job leveling, and market pricing. • Experience with compensation surveys from vendors such as Mercer, Radford/Aon, WTW, or similar. • Strong project management skills and a demonstrated ability to build programs from the ground up. • Ability to translate data into clear insights, frameworks, and recommendations. • Exceptional communication skills and the ability to influence without authority. • Experience in environments where processes must serve distributed or decentralized teams. What Success Looks Like • A clearly defined, widely adopted approach to market analysis across the decentralized network. • High-quality survey data procured strategically and used consistently. • Tools, documentation, and processes that enable self-service market pricing with minimal central intervention. • Stakeholders feel supported, trained, and confident in their use of compensation data and frameworks.