Sr. Manager, Compensation

Mission Critical Group • Dallas, TX

11d

About The Position

The Senior Manager, Compensation will be the architect of our enterprise-wide compensation framework, creating a unified, equitable, and competitive total rewards strategy. This role will lead the effort to standardize our compensation philosophy and job architecture across all MCG centers of excellence, ensuring that we attract and retain top-tier talent while maintaining internal equity and external competitiveness.

Requirements

• Bachelor’s degree in Human Resources, Finance, Business Administration, related field, or equivalent experience. Certified Compensation Professional designation is a plus.
• 8+ years of progressive experience in compensation, with at least 3 years in a leadership or senior-level individual contributor role.
• Track record of building job architectures and compensation structures from the ground up, ideally within a multi-entity or parent company environment.
• Advanced proficiency in Microsoft Office Suite (Outlook, Excel, Teams, PowerPoint) and experience leveraging HRIS data for reporting and modeling. Paylocity experience preferred.
• Ability to distill complex financial and data-driven concepts into clear, actionable insights for senior leadership and diverse stakeholders.
• Strong written and oral communication skills. Ability to communicate with, present to, and influence at all levels of the organization.
• Proven ability to build strong relationships with stakeholders at all levels of the business.
• Maintain discretion and confidentiality. Exceptional time management, organizational skills, and attention to detail.

Responsibilities

• Compensation Philosophy: Define and implement a cohesive compensation philosophy that aligns with MCG’s business goals and cultural values across all centers of excellence.
• Job Architecture & Leveling: Design and manage a standardized job architecture, including job families, leveling structures, and titling conventions to provide clarity and career pathing across the organization.
• Market Intelligence: Oversee participation in salary surveys and conduct regular market benchmarking to ensure MCG remains competitive in the industries we serve.
• Standardization of Job Descriptions: Partner with leadership and HRBP teams to create a centralized repository of standardized job descriptions that reflect core competencies and requirements.
• Annual Cycles: Lead the end-to-end administration of annual base salary increases, promotions, and incentive plans.
• Pay Equity: Conduct regular audits to ensure compliance with pay equity laws and internal standards, addressing any discrepancies proactively.
• Compliance & Governance: Ensure all compensation programs comply with federal, state, and local regulations (e.g., FLSA) and provide guidance on complex regulatory issues.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 1-10 employees