Vinson & Elkins

Compensation

Full Description

The Senior Manager of Compensation & Job Architecture plays a critical role in executing the organization’s compensation strategy and supporting the development of a new enterprise-wide job architecture for the business professional population. This role will provide analytical insights and market data to support the ongoing development and refinement of the organization’s compensation philosophy, ensuring it is translated into practical, scalable programs. The Senior Manager also manages a Compensation Analyst, providing guidance, prioritization, and development support. This role is ideal for someone who is highly analytical, execution focused, and experienced in compensation design, job evaluation, and project leadership. For the full job description, please click on the More Info icon. Position Overview The Senior Manager of Compensation & Job Architecture plays a critical role in executing the organization’s compensation strategy and supporting the development of a new enterprise-wide job architecture for the business professional population. This role will provide analytical insights and market data to support the ongoing development and refinement of the organization’s compensation philosophy, ensuring it is translated into practical, scalable programs. The Senior Manager also manages a Compensation Analyst, providing guidance, prioritization, and development support. This role is ideal for someone who is highly analytical, execution focused, and experienced in compensation design, job evaluation, and project leadership. Duties and Responsibilities Primary • Compensation Program Design & Management • Lead the design and optimization of salary structures, pay ranges, and compensation guidelines to ensure market competitiveness and internal equity. • Translate compensation strategy into actionable programs, tools, and processes that drive organizational objectives. • Deliver market insights and analytics to shape and evolve the organization’s compensation philosophy. • Conduct market pricing, benchmarking, and internal equity analyses to inform decision-making. • Participates in external global compensation surveys. • Manage annual compensation cycles (merit and bonus), ensuring accuracy and consistency. • Advise HR Business Partners and business leaders on compensation strategies and best practices. • Partner with HRIS to maintain accurate job grading, ensure data integrity, and compliance with federal and state regulations through proactive audits and risk mitigation. • Job Architecture Execution & Governance • Serve as the operational lead for the job architecture project, working closely with external consultants and HR partners. • Build and maintain job families, job levels, and career pathways based on the strategic framework. • Conduct job evaluations and ensure consistent application of leveling criteria. • Partner with HR and business leaders to validate roles, align job descriptions, and ensure organizational consistency. • Maintain governance processes and documentation for ongoing updates and compliance. • Leadership, Stakeholder Partnership & Change Enablement • Develop and mentor the Compensation Analyst, providing coaching, workload oversight, and alignment with project priorities and stakeholder needs. • Develop and present dashboards and reports that surface key trends, provide actionable insights, and support data-driven decision-making. • Collaborate with consultants and HR leaders to ensure the compensation philosophy, job architecture, and compensation programs are aligned and mutually reinforcing. • Support communication and change management efforts to ensure adoption of new frameworks. • Engage HRBPs, Payroll, and HRIS teams to ensure clear and consistent communication and delivery of integrated solutions. Secondary • Works on special projects and performs other duties as needed. Working Conditions • May be performed in a remote environment within commuting distance to a V&E office for occasional visits. • Subject to time constraints and may require managing tight deadlines and adapting to changing priorities. Minimum Qualification Education • Bachelor's degree in business administration, accounting, finance, human resource management or related field. Certified Compensation Professional (CCP) or similar certification strongly preferred. HR certification (CIPD, SHRM, HRCI) is a plus. Experience • 6–10 years of progressive experience in compensation, job evaluation, or related HR disciplines. Preferably in a Professional Services industry or an international organization. Experience managing or mentoring analysts or junior team members. Special Knowledge • Demonstrated experience supporting or executing job architecture or compensation redesign projects. Experience with job evaluation methodologies and leveling frameworks. Strong understanding of compensation governance and regulatory considerations. Technical Skills • Proficiency with compensation tools, HRIS, and market pricing platforms. Advanced Excel proficiency, including pivot tables, VLOOKUP/HLOOKUP, data modeling, and the ability to manage and analyze large datasets. Attributes • Possesses strong analytical, modeling, and organizational skills with deep compensation expertise and keen attention to detail. Ability to translate strategy into structured, scalable processes. Demonstrates excellent project management, stakeholder coordination, and communication skills, with a customer service approach and the ability to work effectively with all levels in a changing environment. A self-starter who can take initiative to solve problems, prioritize tasks to meet deadlines, and make sound decisions. Proven ability to lead, coach, and develop analytical talent. Capable of maintaining data integrity through accuracy and processing, manipulating, and summarizing reports. Exhibits a high degree of trustworthiness in handling confidential and sensitive information. The full time base annual salary for this position in the New York market is expected to range between $162,323.00 - $267,833.75. Please note that the actual compensation may vary from posting based on geographic location, work experience, education and/or skill level. The posted salary is the range Vinson & Elkins in good faith believes to be the possible compensation for this role at the time of this posting. This range is only applicable for jobs to be performed in New York and may be modified in the future. The above statements are intended to describe the general nature and level of work being performed by persons assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, qualifications and skills required of personnel so classified. The firm reserves the right to revise or modify this job description at any time.