Compensation Program Manager
Advantage Solutions · United States
- Hybrid
- Full-time
- $100,000 / year
- United States
Job highlights
- Lead compensation program operations and execution.
- Ensure accuracy, consistency, and repeatability in processes.
- Translate governance into repeatable operational workflows.
- Serve as operational hub for HR, finance, and legal.
- Identify risks and implement process improvements.
About the role
Compensation Program Manager
The Compensation Program Manager leads the operational framework, governance cadence, and execution of all enterprise compensation programs, including annual bonus, merit, equity, and salary structure updates. This role ensures compensation processes run with accuracy, consistency, and repeatability across the organization. The position strengthens operational discipline, enhances cross‑functional coordination, and supports the Compensation Center of Excellence’s ability to scale effectively.
Responsibilities
Advantage Solutions is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.
- Lead end‑to‑end operational execution of annual and cyclical compensation programs including bonus, merit, equity, salary structure updates, and audits while managing calendars, workflows, communications, readiness checks, and post‑cycle reviews.
- Translate compensation governance into repeatable operational workflows by maintaining standard operating procedures, documentation, rules matrices, and audit trails to ensure compliance with job architecture, structure rules, eligibility, and audit standards.
- Develop manager guides, frequently asked questions, communications, and training materials that clarify complex compensation processes and enable self‑service resources.
- Serve as the operational hub across human resources information systems, human resources business partners, finance, legal, and talent acquisition to support intake, planning, and coordination for compensation requests and organizational changes.
- Oversee eligibility audits, payout validations, data accuracy checks, and program health reporting while partnering with compensation analysts on modeling and forecasting.
- Identify operational risks and implement continuous improvements to compensation processes, tools, and workflows to enhance efficiency and scalability.
Qualifications
- Education Requirements: Associate degree, high school education, or bachelor’s degree
- Experience Requirements: 6–8 years experience in relevant field
- Travel requirement: No travel requirements
Supervisor Responsibility
- Direct Reports: This position does not have supervisory responsibilities for direct reports.
- Indirect Reports: Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports.
Required Knowledge and Skills
- Strong understanding of compensation program operations including bonus, merit, equity, and salary structure processes.
- Ability to translate compensation governance, policies, and job architecture requirements into actionable workflows and procedures.
- Advanced program and project management skills to manage timelines, deliverables, and cross‑functional coordination.
- Proficiency in data validation, audit routines, and quality assurance practices.
- Strong communication and documentation skills to develop guides, training materials, and self‑service resources.
Key skills/competency
- Compensation Program Management
- Operational Execution
- Governance and Compliance
- HRIS Systems
- Data Validation and Auditing
- Project Management
- Process Improvement
- Cross-functional Collaboration
- Documentation and Training
- Compensation Analysis
Skills & topics
- Compensation Program Manager
- Compensation
- HR Operations
- Program Management
- Bonus Programs
- Merit Increases
- Equity Compensation
- Salary Structures
- HRIS
- Data Auditing
How to get hired
- Tailor your resume: Highlight 6-8 years of experience in compensation program operations, emphasizing bonus, merit, and equity programs.
- Showcase project management skills: Detail your experience managing timelines, deliverables, and cross-functional coordination in previous roles.
- Demonstrate operational discipline: Provide examples of translating compensation governance into standard operating procedures and audit trails.
- Prepare for behavioral questions: Be ready to discuss how you've identified operational risks and implemented process improvements.
- Highlight communication skills: Emphasize your ability to develop clear guides, FAQs, and training materials for complex compensation topics.
Technical preparation
Master compensation program operational cycles.,Practice translating governance into workflows.,Familiarize with HRIS and data validation.,Prepare case studies on process improvements.
Behavioral questions
Describe a complex compensation process you managed.,How do you ensure accuracy in compensation programs?,How have you improved operational workflows?,How do you collaborate with cross-functional teams?
Frequently asked questions
- What are the key responsibilities of a Compensation Program Manager at Advantage Solutions?
- The Compensation Program Manager at Advantage Solutions is responsible for leading the operational framework, governance, and execution of enterprise compensation programs. This includes managing annual bonus, merit, equity, and salary structure updates, ensuring process accuracy and consistency, and translating compensation governance into repeatable operational workflows. They also develop training materials, act as an operational hub for various departments, and identify opportunities for process improvement.
- What qualifications are required for the Compensation Program Manager role at Advantage Solutions?
- To be considered for the Compensation Program Manager position at Advantage Solutions, candidates should have an Associate's, high school, or Bachelor's degree, coupled with 6-8 years of relevant experience. Strong knowledge of compensation program operations, advanced program and project management skills, proficiency in data validation and auditing, and excellent communication and documentation skills are also essential.
- Does the Compensation Program Manager role at Advantage Solutions involve direct supervisory responsibilities?
- No, the Compensation Program Manager position at Advantage Solutions does not have supervisory responsibilities for direct reports. However, the role may involve delegating work to others and providing guidance, direction, and mentoring to indirect reports.
- What is the typical travel requirement for this Compensation Program Manager position?
- There are no travel requirements for the Compensation Program Manager position at Advantage Solutions. This role is designed to be fully operational within the company's existing structure without the need for business travel.
- How does Advantage Solutions ensure the accuracy and consistency of its compensation programs?
- Advantage Solutions ensures accuracy and consistency through the Compensation Program Manager's leadership in establishing a robust operational framework, governance cadence, and execution of programs. This includes maintaining standard operating procedures, conducting rigorous eligibility audits, payout validations, and data accuracy checks, and implementing continuous improvements to processes and workflows.
- What kind of support can HR Business Partners expect from the Compensation Program Manager?
- The Compensation Program Manager serves as an operational hub for HR Business Partners, supporting the intake, planning, and coordination of compensation requests and organizational changes. They also provide clear communication, training materials, and self-service resources to help HRBPs navigate complex compensation processes.
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