Compensation Manager

Location: This position can be remote or hybrid based at our Dublin, OH campus.

Who we are  

Founded in 1999 and headquartered in Central Ohio, we’re a privately-owned, independent healthcare navigation organization. We believe that no one should have to navigate the cost and complexity of healthcare alone, and we’re on a mission to make healthcare simpler and more effective for our millions of members. Our big-hearted, tech-savvy team fights to ensure that our members get the care they need, when they need it, at the most affordable cost – that’s why we call ourselves Healthcare Warriors®.   

We’re committed to building diverse and inclusive teams – more than 2,000 of us and counting – so if you’re excited about this position, we encourage you to apply – even if your experience doesn’t match every requirement. 

About the role  

The Compensation Manager will be a data-driven and outcomes-focused professional in compensation to design, implement, and manage all areas of compensation including sales and incentive compensation programs to align with company objectives and drive high performance.  This role will analyze compensation policies and practices in the areas of job evaluation, base salary, pay structures, external market trends, and regulatory compliance and lead and manage end-to-end annual merit cycle process. The role will lead large, complex, or multiple projects that help drive business strategies. This role partners closely with Sales, Finance, HR, and senior leadership to ensure our reward strategies are competitive, equitable, and aligned to business results.

Key Outcomes & Responsibilities:

Market Analysis & Benchmarking

Outcome: Ensure all compensation programs are externally competitive and internally equitable.

• Conduct robust market analysis using tools like ERI, Mercer, or other benchmarking platforms.
• Perform job pricing, pay structure development, and competitive analyses for all areas of the business.
• Make actionable recommendations on pay levels and structure adjustments.
• Provides support to broader HR community and leadership by fielding and addressing general compensation questions and data inquiries.
• Leads the completion and submission of annual salary surveys and makes recommendations on which surveys to participate in based on business insights and best practices.

Compensation Analytics & Reporting

Outcome: Deliver insights that influence executive decision-making and optimize reward effectiveness.

• Provide data-driven insights on incentive effectiveness, pay equity, and ROI of compensation programs.
• Develop dashboards, models, and ad hoc analyses to support executive and board-level presentations.
• Conduct compensation cost modeling to inform budget and headcount planning.

Sales Compensation Strategy Execution

Outcome: Drive a measurable increase in sales performance and retention through well-structured sales compensation plans.

• Design, implement, and manage national and regional sales compensation programs (e.g., base + commission, accelerators, SPIFs).
• Collaborate with Sales Ops and Finance to ensure alignment with GTM strategy and budget targets.
• Maintain compensation governance and ensure timely, accurate commission calculations.

Management by Objectives (MBOs) & Pay-for-Performance Programs

Outcome: Establish clear links between individual goals and business success.

• Partner with department leaders to define MBO criteria that align with corporate priorities.
• Build processes for performance goal setting, tracking, and payout modeling.
• Ensure MBO programs are scalable, objective, and auditable.

Incentive Plan Optimization

Outcome: Increase employee retention and motivation through effective incentive plans

• Support the design and administration of equity and incentives.

What you’ll bring

• Experience with HR metrics, surveys, systems, interpreting data trends and data analysis.
• Strong Cross Functional Partnership, influencing and communication skills.
• Strategic thinker who can effectively plan and problem-solve.
• Bachelor's degree in HR, Finance, Business, or related field (CCP preferred)
• 8+ years’ experience in compensation, with a focus on sales and incentive-based programs
• Strong knowledge of commission plan design, sales roles, and quota systems
• Advanced MS Excel skills
• Highly proficient in Excel, compensation systems and market data tools
• Analytical mindset with strong communication and stakeholder management skills
• Understanding of equity compensation, accounting principles, and compliance requirements
• Protect and take care of our company and member’s data every day by committing to work within our company ethics and policies.

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