Compensation and Benefits Manager Jobs
Compensation and Benefits Manager jobs are open across healthcare, finance, technology, and manufacturing, at every level from specialist to director, with specializations in executive compensation, retirement plan design, and total rewards strategy. Find a role that fits below and apply directly.
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Showing 5 of 119+ Compensation and Benefits Manager jobs
Location:
This position will be onsite at our corporate office in Allen, Texas (Dallas-Fort Worth area).
Full-time W-2 ONSITE opportunity (not remote)!
Work Eligibility:
- Candidates must be legally authorized to work in the United States without requiring employer-sponsored visa sponsorship now or in the future.
- Candidates must have permanent work authorization in the United States. Sol-Ark does not provide visa sponsorship, including but not limited to F-1 CPT, F-1 OPT (including STEM OPT), H-1B, or any other employment-based visa requiring future sponsorship.
About the Position:
We are seeking a Compensation and Benefits Manager to partner closely with the HR Director to build and manage Sol-Ark's compensation, benefits, payroll, retirement, and employee profit interest unit (PIU) administration programs. This hands-on role will replace historically ad hoc practices with documented processes, controls, and dependable employee service. Work with Finance, managers, brokers, plan administrators, and external providers to deliver accurate compensation decisions, payroll, incentives, benefit administration, and award records. Balance day-to-day execution with program improvement, system integration, and scalable infrastructure in a growing, startup-like manufacturing environment. The HR Director provides strategic direction and oversight; the Manager leads assigned workstreams in collaboration with internal and external stakeholders.
Responsibilities:
Compensationframework, merit, bonuses, and sales incentives
- With the HR Director and Finance, maintain job levels, salary ranges,market references, internal equity analyses, approval standards, and practicalcompensation guidance for managers.
- Coordinate performance-linked merit and compensation cycles, includingeligibility, budgets, recommendations, approvals, effective dates, payrollchanges, and documentation.
- Administer annual bonus and sales incentive processes with Finance andSales: validate plan terms, eligibility, calculations, exceptions, approvals,and accurate payroll handoffs.
- Analyze pay positioning, compression, incentive costs, and workforcetrends in Excel and HR systems; provide concise, decision-ready reports andrecommendations.
Group benefits, retirement plans, and employee support
- Serve as an accessible employee resource and coordinate with brokers,carriers, plan administrators, and the PEO on medical, dental, vision, life,and other group benefits.
- Manage enrollments, qualifying life events, eligibility, deductions,employee communications, and issue escalation; reconcile benefit elections,invoices, and payroll records.
- Partner with the HR Director on renewals, plan options, cost analysis,open enrollment, vendor performance, employee education, and implementation ofbenefit changes.
- Coordinate the 401(k) plan with Finance, the recordkeeper, andthird-party administrator; address participant questions and supporteligibility, contributions, reconciliations, and provider-led reporting.
Payroll administration, controls, and compliance
- Lead HR-side payroll administration with the PEO/payroll partner andFinance for hourly and salaried employees; validate time records, personnelchanges, deductions, and exceptions.
- Establish payroll calendars, checklists, approvals, reconciliations,audit trails, and timely discrepancy resolution to improve accuracy and reducemanual work.
- Coordinate pay adjustments, bonus and commission payments, benefitchanges, and other approved payroll items with accurate effective dates andappropriate confidentiality.
- Maintain reliable records and support applicable payroll, wage-hour,benefits, and retirement-plan compliance in coordination with the HR Director,providers, and counsel.
Employee profit interest units (PIUS) and award administration
- Coordinate PIU award administration with the HR Director, Finance,Legal, and the program's third-party administrator under approved plan termsand company authorizations.
- Maintain accurate grant, vesting, employee-status, and separationrecords in the designated equity administration platform (such as Carta);reconcile records with approved documentation.
- Prepare PIU reports, employee notices, and administrator requests; routevaluation, legal, tax, and plan-interpretation matters to the appropriatedecision-makers.
- Develop documented workflows for grants, approvals, communications,records, separation processing, and timely follow-up with employees andadministrators.
Scalableprocesses, systems, and organizational maturity
- With the HR Director, build practical, repeatable compensation,benefits, payroll, retirement, and PIU processes in a growing organization withlimited infrastructure and legacy ad hoc practices.
- Partner with Finance, IT, HR Business Partners, external vendors, andmanagers to improve system handoffs, data quality, service response, reporting,and adoption of documented practices.
Required Qualifications:
- Minimum five years of progressive experience managing compensation and benefits programs, including direct responsibility for payroll administration, preferably in manufacturing or an operations-intensive setting.
- Demonstrated success administering salary structures, merit cycles, bonus or sales incentive plans, compensation changes, and the approval controls required for accurate execution.
- Experience supporting employees and administering medical, dental, vision, life insurance, and 401(k) programs in partnership with brokers, carriers, recordkeepers, and plan administrators.
- Hands-on experience with hourly and salaried payroll, timekeeping, reconciliations, benefit deductions, HRIS/PEO systems, and cross-functional coordination with Finance.
- Strong Microsoft 365 skills, particularly advanced Excel, PowerPoint, Word, Outlook, and Teams; able to produce accurate analyses, management reports, and concise presentations.
- Proven ability to build or improve processes, document controls, lead implementation, and sustain results amid changing priorities, fragmented systems, and limited administrative support.
- Sound business judgment, discretion, emotional intelligence, employee-service orientation, and effective communication when handling highly confidential pay, benefit, and award information.
Preferred Experience:
- Bachelor's degree in Human Resources, Finance, Accounting, BusinessAdministration, or a related field; CCP, CEBS, PHR, or SHRM-CP credential is aplus.
- Experience establishing compensation, payroll, and benefitinfrastructure in a startup-like, rapidly growing, or transformingmanufacturing organization.
- Experience with profit interest units (PIUs), equity or long-termincentive administration, Carta or similar platforms, award vesting, andemployee separation workflows.
- Working knowledge of ACA, COBRA, ERISA, FLSA, multistate payroll,retirement-plan coordination, and benefits reporting, with appropriate relianceon specialized advisers.
Benefits:
We offer a competitive salary and performance-based bonus program, medical, dental, vision, accidental, FSA, HSA, Paid Time Off (PTO), and 401(k).
#LI-DNI
Location:
This position will be onsite at our corporate office in Allen, Texas (Dallas-Fort Worth area).
Full-time W-2 ONSITE opportunity (not remote)!
Work Eligibility:
- Candidates must be legally authorized to work in the United States without requiring employer-sponsored visa sponsorship now or in the future.
- Candidates must have permanent work authorization in the United States. Sol-Ark does not provide visa sponsorship, including but not limited to F-1 CPT, F-1 OPT (including STEM OPT), H-1B, or any other employment-based visa requiring future sponsorship.
About the Position:
We are seeking a Compensation and Benefits Manager to partner closely with the HR Director to build and manage Sol-Ark's compensation, benefits, payroll, retirement, and employee profit interest unit (PIU) administration programs. This hands-on role will replace historically ad hoc practices with documented processes, controls, and dependable employee service. Work with Finance, managers, brokers, plan administrators, and external providers to deliver accurate compensation decisions, payroll, incentives, benefit administration, and award records. Balance day-to-day execution with program improvement, system integration, and scalable infrastructure in a growing, startup-like manufacturing environment. The HR Director provides strategic direction and oversight; the Manager leads assigned workstreams in collaboration with internal and external stakeholders.
Responsibilities:
Compensationframework, merit, bonuses, and sales incentives
- With the HR Director and Finance, maintain job levels, salary ranges,market references, internal equity analyses, approval standards, and practicalcompensation guidance for managers.
- Coordinate performance-linked merit and compensation cycles, includingeligibility, budgets, recommendations, approvals, effective dates, payrollchanges, and documentation.
- Administer annual bonus and sales incentive processes with Finance andSales: validate plan terms, eligibility, calculations, exceptions, approvals,and accurate payroll handoffs.
- Analyze pay positioning, compression, incentive costs, and workforcetrends in Excel and HR systems; provide concise, decision-ready reports andrecommendations.
Group benefits, retirement plans, and employee support
- Serve as an accessible employee resource and coordinate with brokers,carriers, plan administrators, and the PEO on medical, dental, vision, life,and other group benefits.
- Manage enrollments, qualifying life events, eligibility, deductions,employee communications, and issue escalation; reconcile benefit elections,invoices, and payroll records.
- Partner with the HR Director on renewals, plan options, cost analysis,open enrollment, vendor performance, employee education, and implementation ofbenefit changes.
- Coordinate the 401(k) plan with Finance, the recordkeeper, andthird-party administrator; address participant questions and supporteligibility, contributions, reconciliations, and provider-led reporting.
Payroll administration, controls, and compliance
- Lead HR-side payroll administration with the PEO/payroll partner andFinance for hourly and salaried employees; validate time records, personnelchanges, deductions, and exceptions.
- Establish payroll calendars, checklists, approvals, reconciliations,audit trails, and timely discrepancy resolution to improve accuracy and reducemanual work.
- Coordinate pay adjustments, bonus and commission payments, benefitchanges, and other approved payroll items with accurate effective dates andappropriate confidentiality.
- Maintain reliable records and support applicable payroll, wage-hour,benefits, and retirement-plan compliance in coordination with the HR Director,providers, and counsel.
Employee profit interest units (PIUS) and award administration
- Coordinate PIU award administration with the HR Director, Finance,Legal, and the program's third-party administrator under approved plan termsand company authorizations.
- Maintain accurate grant, vesting, employee-status, and separationrecords in the designated equity administration platform (such as Carta);reconcile records with approved documentation.
- Prepare PIU reports, employee notices, and administrator requests; routevaluation, legal, tax, and plan-interpretation matters to the appropriatedecision-makers.
- Develop documented workflows for grants, approvals, communications,records, separation processing, and timely follow-up with employees andadministrators.
Scalableprocesses, systems, and organizational maturity
- With the HR Director, build practical, repeatable compensation,benefits, payroll, retirement, and PIU processes in a growing organization withlimited infrastructure and legacy ad hoc practices.
- Partner with Finance, IT, HR Business Partners, external vendors, andmanagers to improve system handoffs, data quality, service response, reporting,and adoption of documented practices.
Required Qualifications:
- Minimum five years of progressive experience managing compensation and benefits programs, including direct responsibility for payroll administration, preferably in manufacturing or an operations-intensive setting.
- Demonstrated success administering salary structures, merit cycles, bonus or sales incentive plans, compensation changes, and the approval controls required for accurate execution.
- Experience supporting employees and administering medical, dental, vision, life insurance, and 401(k) programs in partnership with brokers, carriers, recordkeepers, and plan administrators.
- Hands-on experience with hourly and salaried payroll, timekeeping, reconciliations, benefit deductions, HRIS/PEO systems, and cross-functional coordination with Finance.
- Strong Microsoft 365 skills, particularly advanced Excel, PowerPoint, Word, Outlook, and Teams; able to produce accurate analyses, management reports, and concise presentations.
- Proven ability to build or improve processes, document controls, lead implementation, and sustain results amid changing priorities, fragmented systems, and limited administrative support.
- Sound business judgment, discretion, emotional intelligence, employee-service orientation, and effective communication when handling highly confidential pay, benefit, and award information.
Preferred Experience:
- Bachelor's degree in Human Resources, Finance, Accounting, BusinessAdministration, or a related field; CCP, CEBS, PHR, or SHRM-CP credential is aplus.
- Experience establishing compensation, payroll, and benefitinfrastructure in a startup-like, rapidly growing, or transformingmanufacturing organization.
- Experience with profit interest units (PIUs), equity or long-termincentive administration, Carta or similar platforms, award vesting, andemployee separation workflows.
- Working knowledge of ACA, COBRA, ERISA, FLSA, multistate payroll,retirement-plan coordination, and benefits reporting, with appropriate relianceon specialized advisers.
Benefits:
We offer a competitive salary and performance-based bonus program, medical, dental, vision, accidental, FSA, HSA, Paid Time Off (PTO), and 401(k).
#LI-DNI
See All 119+ Compensation and Benefits Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsCompensation and Benefits Manager Job Market
Who's Hiring
- Alvarez & Marsal17
- Stripe2
- Renesas2
- Cushing Terrell2
- The Kahlon Network2T
Top Industries Hiring
- Banking & Financial Services
- Consulting & Professional Services
- Retail
- Education
- Law & Legal Services
What Employers Look For
The qualifications that appear most often in compensation and benefits manager jobs.
- Bachelor's degree in human resources, business administration, or a related field
- Experience administering or designing employee benefits programs including health, dental, and retirement plans
- Proficiency with HRIS platforms and benefits administration software
- Knowledge of FLSA, ERISA, ACA compliance requirements, and related federal regulations
- CCP, CEBS, or PHR certification preferred or required by many employers
- Experience conducting job evaluations, salary benchmarking, and pay equity analyses
Tips for Your Compensation and Benefits Manager Job Search
Quantify your total rewards impact
Hiring managers want to see outcomes, not duties. Replace vague phrases with specifics: how many employees you covered, the scale of benefit renewals you managed, or how your compensation structures reduced turnover in a measurable way.
List your certifications prominently
CCP, CEBS, and PHR credentials move your resume past initial screening in many applicant tracking systems. Put them directly after your name or in a dedicated credentials line so they're visible before a recruiter reads your experience.
Apply early to roles that fit
Migrate Mate lists compensation and benefits manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by FLSA and job evaluation language
If a job description mentions job leveling, pay equity audits, or point-factor systems, those are signals the employer wants deep technical expertise. Tailor your resume to mirror that language so your application clears keyword filtering.
Prepare a pay equity case study for interviews
Many interviews now include a scenario round where you're asked how you'd approach a pay equity analysis or a benefits cost-containment problem. Having a real example from your work history, with the methodology and outcome, sets you apart immediately.
Negotiate by anchoring to market data
Because you work with compensation data professionally, interviewers expect you to negotiate with structure. Reference published survey sources like the BLS or salary benchmarking reports when making your counteroffer, rather than citing a competing offer alone.
Compensation and Benefits Manager Jobs: Frequently Asked Questions
Which companies are hiring the most compensation and benefits managers?
The companies hiring the most compensation and benefits managers right now include Alvarez & Marsal, Stripe, and Renesas, with the largest share of openings in Texas, New York, and Colorado, based on current listings on Migrate Mate as of November 2026. Healthcare systems, large insurers, and financial institutions consistently maintain high demand for this role.
How many compensation and benefits manager jobs are remote?
About 83% of compensation and benefits manager openings are fully remote or hybrid as of November 2026, reflecting broader trends in HR function flexibility. Roles focused on benefits strategy, vendor management, and compensation analysis tend to be more remote-friendly than positions requiring regular on-site collaboration with payroll or HR operations teams.
How do you become a compensation and benefits manager?
Most compensation and benefits managers start in a generalist HR or benefits coordinator role, then move into specialist positions focused on compensation analysis or benefits administration. Earning a CCP or CEBS certification signals technical depth to employers. Building experience with job evaluation methodologies, pay equity analysis, and benefits plan design is typically required before stepping into a manager-level role.
Can you get hired as a compensation and benefits manager with little experience?
Breaking in without direct management experience is possible if you've held a compensation analyst or benefits specialist role and can demonstrate hands-on work with salary benchmarking, job leveling, or open enrollment administration. Smaller companies and nonprofits are more likely to hire a strong specialist into a first manager title than large employers with structured HR ladders.
What does the compensation and benefits manager interview process look like?
The process typically starts with a recruiter screen, followed by a panel interview with HR leadership and sometimes finance. Expect at least one scenario-based question asking you to walk through a pay equity review or a benefits renewal decision. Some employers add a written case study or ask you to audit a sample job architecture before a final-round conversation with a CHRO or VP of HR.
Where can I find and apply to compensation and benefits manager jobs?
You can find and apply to compensation and benefits manager jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and specialization, then apply directly to each listing from the job page.
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