Manager, Compensation & Benefits

Job Description

Job Description

Position Overview:

This role is a hands on compensation practitioner responsible for designing, administering, and continuously improving the company's compensation programs. This role serves as the primary subject matter expert for compensation while providing strategic oversight, leadership and governance of benefits programs in partnership with internal HR colleagues and external vendors.

This role will also play a central role in theadministration, governance, and ongoing management of the company's equity compensation programs, including partnership with Legal, Finance, Payroll, and external equity plan administrators to ensure accurate execution, compliance, and employee understanding.

This role is ideal for a compensation leader who enjoys detailed analytical work, program design, and leader partnership, while ensuring benefits programs remain competitive, compliant, and well managed without owning day to day administration.

Key Responsibilities:

Compensation

• Lead the design, administration, and ongoing evolution of compensation programs including base pay, incentive plans, commission structures and pay ranges
• Partner closely with HR leadership and business leaders on job architecture, leveling, career paths, and internal equity reviews
• Partner closely with Recruiting team on pay ranges for new requisitions
• Conduct market pricing and benchmarking using external surveys; translate data into clear pay recommendations
• Support annual compensation cycles (merit, bonus, promotions) including modeling, guidelines, leader tools, and governance
• Perform pay equity analyses and support compliance with applicable pay transparency and regulatory requirements
• Develop clear compensation guidelines, tools, and manager resources to enable consistent decision making
• Act as the go to compensation advisor for HR partners and leaders, providing practical guidance and recommendations

Equity Compensation

• Oversee the development and ongoing oversight of equity compensation program guidelines (including stock options, RSUs, and other long-term incentive awards), ensuring alignment with organizational objectives and best practices, while partnering closely with Finance on the administration and operational execution of these programs
• Partner with Legal, Finance, Payroll, and external equity plan administrators to ensure accurate grant processing, vesting, reporting, and taxation, maintaining strong collaboration with Finance on all administrative activities
• Ensure equity programs are administered in compliance with plan documents, regulatory requirements, and internal governance standards, with a focus on transparency and robust controls
• Support annual and ad hoc equity grant cycles, including eligibility reviews, grant modeling, approvals, and documentation, while collaborating with Finance to ensure seamless execution and reporting
• Serve as the primary subject matter expert for equity compensation questions from HR partners, leaders, and employees, providing guidance on plan guidelines, processes, and market competitiveness
• Regularly conduct analyses and presentations of individual and aggregate equity holdings, partnering with Finance to review total compensation and benchmark against the market to ensure competitiveness and support talent attraction and retention strategies

Benefits (Oversight & Governance)

• Provide strategic oversight of benefits programs (medical, dental, vision, retirement, wellness, leave programs) to ensure competitiveness, compliance, and alignment with company philosophy
• Oversee the activities of benefits team members, brokers, and vendors by ensuring regular monitoring of plan performance, analyzing cost trends, and enhancing employee experience
• Support annual benefits renewal planning and strategy, including cost modeling and leadership recommendations
• Ensure benefits programs are well documented, compliant, and effectively communicated, without owning day to day administration
• Collaborate with internal stakeholders on benefits related initiatives, vendor evaluations, and process improvements

Cross Functional & Program Leadership

• Partner with HR Business Partners, Talent, and Finance on workforce planning, organizational design, and people strategy initiatives
• Translate complex compensation and benefits topics into clear, leader ready guidance and employee communications
• Maintain strong documentation, controls, and audit ready processes across compensation and benefits programs
• Continuously assess market trends and evolving best practices to inform program improvements

Continuous Improvement, Automation & Advanced Analytics

• Continuously assess compensation and benefits processes to identify opportunities for simplification, automation, and improved scalability
• Leverage advanced analytics, automation tools, and emerging AI capabilities to enhance insights, improve modeling accuracy, and reduce manual effort across compensation and benefits workflows
• Design and implement repeatable, well‑documented processes that improve data quality, controls, audit readiness, and cycle execution efficiency
• Partner with HRIS, Finance, Payroll, and external vendors to optimize system configuration, integrations, and reporting capabilities supporting compensation, equity, and benefits programs
• Develop dashboards, models, and leader‑ready outputs that translate complex data into actionable insights for decision making
• Stay current on evolving tools, technologies, and best practices in compensation and benefits analytics, automation, and AI‑enabled solutions, and thoughtfully apply them where they add clear business value
• Champion a mindset of continuous improvement, balancing innovation with strong governance, compliance, and employee understanding

Skills & Qualifications

• 7+ years of progressive experience in compensation, with demonstrated hands on expertise
• Strong analytical skills with experience in market pricing, pay modeling, and data interpretation
• Working knowledge of benefits programs and vendor-based benefits administration models
• Proven ability to partner with senior leaders and influence compensation decisions
• Experience supporting annual compensation planning cycles
• Experience with job architecture and career framework design
• Experience with pay equity analysis and pay transparency regulations
• Advanced Excel skills and comfort working with HRIS and compensation tools
• Proven people leadership at the Director level, including experience building, mentoring, and developing high-performing teams
• Demonstrated ability to set vision, delegate effectively, and drive accountability across direct and indirect reports
• Skilled in fostering a collaborative team environment, leading through change, and championing diversity, equity, and inclusion initiatives

About CompoSecure CompoSecure, a GPGI business (NYSE: GPGI), is the leading manufacturer of Premium Metal Payment Cards and also offers best-in-class Authentication and Digital Asset solutions. The Company's offerings combine elegance, simplicity, and security to deliver exceptional experiences and peace of mind, enabling trust for millions of people around the globe. For more information, please visit and  

We offer a comprehensive benefits package designed to support your health, financial well-being, and work-life balance, including medical, prescription, dental, and vision coverage; FSA/HSA options; company-paid life and disability insurance; 401(k) with company match; paid time off (PTO) and holidays; annual bonus opportunities; an employee assistance program (EAP); and opportunities for career growth and advancement.

Additional details will be provided during the hiring process.

CompoSecure is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, or national origin. We are also an equal opportunity employer of individuals with disabilities and protected veterans.

Please note: CompoSecure does not accept unsolicited resumes from staffing agencies or third-party recruiters. Any unsolicited resumes sent to CompoSecure, including to our employees, will become the property of CompoSecure and may be used without any obligation to pay referral or placement fees. Any agency or recruiter seeking to work with CompoSecure's Talent Acquisition Team should contact our team directly by sending an email to [email protected].