Compensation Manager

The Compensation Manager is responsible for designing, administering, and governing the organization’s compensation programs to ensure they are competitive within the energy market, internally equitable, compliant with regulatory requirements, and aligned with business and operational strategy. This role partners closely with HR leadership, Finance, and business leaders to support sound, data-driven pay decisions across corporate, operational, and field-based roles. 

This position offers competitive compensation commensurate with experience.

Special focus to be placed on:

• Design, implement, and maintain compensation programs, including base pay structures, short- and long-term incentive plans, and other pay practices that support business performance and workforce retention in the energy sector.
• Conduct market pricing and benchmarking using energy- and industry-specific compensation data to ensure external competitiveness and internal equity; develop and maintain salary structures, job architectures, and grading frameworks.
• Advise HR partners and business leaders on compensation decisions related to hiring, promotions, transfers, geographic differentials, and pay adjustments for both exempt and non-exempt populations.
• Ensure compliance with federal, state, and local compensation-related laws and regulations, including wage and hour requirements, pay equity standards, and regulations impacting field, operational, and shift-based employees.
• Prepare, analyze, and maintain compensation analytics, dashboards, and reporting to support leadership decision-making, workforce planning, and regulatory or audit inquiries.
• Partner with Finance and HR to support annual compensation planning, merit and incentive cycles, budgeting, forecasting, and cost modeling in a capital- and labor-intensive environment.
• Support internal and external audits by providing compensation documentation, analyses, and reporting as required.
• Serve as a project manager for compensation-related initiatives, including system implementations, job architecture redesigns, incentive plan enhancements, or process improvements.
• Continuously evaluate and recommend enhancements to compensation programs, policies, and systems to improve effectiveness, scalability, and alignment with evolving business and regulatory needs.
• Provide education, consultation, and guidance to HR partners and leaders on compensation philosophy, programs, and best practices, with an emphasis on operational and field workforce considerations.
• Perform other duties as assigned.

• Bachelor’s degree in Human Resources, Business Administration, Accounting, Finance, or a related field required; Master’s degree and/or professional certifications (e.g., CCP) preferred.
• 7–10 years of progressive experience in compensation or total rewards.
• Oil, gas or energy experience preferred
• Strong knowledge of compensation principles, job evaluation methodologies, market pricing, and incentive plan design, including experience supporting operational and field-based workforces.
• Demonstrated experience interpreting and applying wage and hour, pay equity, and other compensation-related regulations.
• Advanced analytical skills with the ability to translate complex data into clear, actionable insights for senior leaders.
• Excellent communication, organizational, and stakeholder management skills with the ability to influence across multiple levels of the organization.
• Proficiency with Microsoft Office Suite, particularly Excel; experience with HRIS and compensation management systems strongly preferred.

Physical Requirements and Working Conditions:

• Prolonged periods of working at a desk and on a computer.

Additional Requirements

• Ability to lift up to 15 pounds as needed.