Job Description
Job Summary
The Manager, Compensation leads the design, analysis, and implementation of enterprise compensation programs, serving as a senior compensation partner to HR and business leadership. This role is responsible for translating compensation strategy into executable solutions that ensure market competitiveness, internal equity, and alignment with business objectives.
This role plays a critical part in annual compensations cycles, market analysis, governance, and incentive program execution, including short and long-term incentive programs, while driving process optimization and continuous improvement.
Duties & Responsibilities
- Compensation Design & Advisory: Support the design and evolution of compensation programs, including base pay structures, annual incentive plans, and long-term incentive (LTI) frameworks. Provide guidance and recommendations to HR and business leaders on compensation matters, including offers, promotions, and organizational changes. Translate market data and internal analytics into clear insights that inform talent and business decisions.
- Program Administration: Administer base pay, incentive, and equity programs (monthly, quarterly, annual) in coordination with the VP, Total Rewards, and liaise with Payroll and Finance on payments, accruals, and equity accounting.
- Job Evaluation & Architecture: Meet with managers to evaluate new and existing roles, recommending salary grading, FLSA status, and pay levels. Support job architecture initiatives and career path development, and maintain the job description process.
- Promotions & Offers: Evaluate promotion requests, manage related documentation, and review new hire offer recommendations, providing guidance to managers, talent aquisition and HRBPs.
- Market Analysis: Manage compensation survey participation, analyze results, and develop recommendations to keep the team informed with current market data for decision-making.
- Pay-for-Performance Support: Partner with HRBPs and Talent Development to apply pay-for-performance guidelines within the performance management process, helping build consistency in compensation decisions.
- Governance, Reporting & Audits: Help prepare Board and Compensation Committee materials, build KPIs and reporting to support planning, and manage audit inquiries.
- Process Improvement & Analytics: Identify opportunities to streamline or automate compensation processes, build supporting documentation and tools, and provide analytical support for compensation design and implementation.
Supervisory Responsibilities: This role does not have formal people leadership responsibilities but may provide guidance, mentorship, or subject matter expertise to others.
Knowledge, Skills & Abilities
- Strong knowledge of compensation principles, market practices, and pay-for-performance frameworks
- Advance analytical and quantitative skills with strong Excel and modeling capabilities
- Deep understanding of salary structures, incentive programs, and compensation governance practices
- Familiarity with HRIS and compensation systems, including data management and reporting
- Strong business acumen with ability to translate data into actionable recommendations
- Excellent written and verbal communication skills, with the ability to convey complex information clearly
- Ability to operate independently while aligning with leadership direction and priorities
- Strong problem-solving skills with a practical, solutions-oriented approach
- Familiarity with relevant compensation laws, regulations, and compliance considerations
Minimum Qualifications
- Bachelor’s Degree in Human Resources, Business, Finance, or related field, or equivalent work experience
- 6+ year of relevant experience in compensation analysis, program design, and administration
Preferred Qualifications
- Master’s Degree in Human Resources, Business Administration, or related discipline
- 8+ year of relevant experience:
- In a corporate environment
- In publicly traded organization preferred
- Supporting incentive programs, including exposure to long-term incentives (LTI)
License/Certification
- Certified Compensation Profession (CCP) or equivalent certification
Other Requirements
- This position primarily involves sedentary work, requiring long periods of sitting, regular use of a computer, and occasional standing or walking, with reasonable accommodations available.
- Perform other functions, duties and projects as assigned
- Regular and punctual attendance
Ability to travel up to: 5% of the time
#LI-Remote #LI-MB1
Additional Information
Work Environments
F&G believes in an employee-centric flexible environment, which is why we offer the ability for in-office, hybrid and remote work arrangements. During the hiring process, you’ll work with your leader to decide what works best for your role.
F&G complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities, unless such accommodation would cause an undue hardship for F&G. If reasonable accommodation is needed to participate in the job application or interview process, please contact [email protected].
Join our employee-centric hybrid work environment: F&G Careers
About F&G
Since 1959, Fidelity & Guaranty Life Insurance Company (F&G) has offered annuity and life insurance products to those who are seeking security in retirement and protection during life’s unexpected events.
As a national Top Workplace1, an Iowa Top Workplace2 and a proud equal opportunity employer, F&G team members are empowered, collaborative, dynamic and authentic. We believe that by embracing these values, we will continue to build and strengthen the company while continuing to be a great place to work.
1 Top Workplaces USA 2022 – 2023
2 Des Moines Register Top Workplaces 2018 – 2022
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