Compensation Manager

POSITION SUMMARY:

At PennEngineering, we innovate and collaborate to make the world a better place. You can contribute to work that matters with a company where diversity, equity and belonging are shared values. We’re committed to fostering an environment for every employee that’s welcoming, respectful and inclusive, with great opportunity for professional growth. Find your future with us.

PennEngineering is seeking a motivated, excited, individual to be a part of the Corporate HR Team. As the Compensation Manager at PennEngineering, you’ll collaborate with teams that do truly amazing things.

Join us as we build the future in Manufacturing and Engineering!

PLEASE NOTE: This position is located in Danboro, PA. A hybrid schedule is offered but to be considered you must be within a commutable distance to the office.

Perks and Benefits:

• Medical & Employer Paid: Dental and Vision

• Parental Leave

• 401k and Employer Match

• Paid time off and holidays

• Tuition reimbursement

• Paid On the Job Training

• Performance incentive bonuses

• Community Volunteering

• Talent Referral Bonus Program

• Onsite Fitness Center

• Employee Centric Culture

• Company Provided Technology (laptop, phone, monitors for office and home environment)

WHAT YOU WILL DO:

The Compensation Manager leads the design, implementation, and administration of company-wide compensation programs, including base pay, short-term incentives, long-term incentives, and executive compensation. This role partners with HR Business Partners to develop compensation strategies that support employee attraction and retention while managing fiscal resources responsibly. The ideal candidate brings deep technical expertise in compensation methodology, strong business partnership skills, and the ability to lead complex, cross-functional projects in our global organization.

Responsibilities:

• Lead the development, implementation, and administration of compensation programs, including incentive programs and executive compensation — covering benchmarking, salary structures, job evaluation, job grading, salary increase administration, short-term bonus design, long-term incentives (equity), metric tracking, and equity ownership guidelines

• Prepare materials, analyses, and recommendations for the Compensation Committee and Board of Directors

• Partners with Finance on the design and administration of equity programs (stock options, RSUs, performance shares) for executives and broader eligible populations

• Assist Finance/Legal on equity plan share reserve management, grant approvals, and accounting/expense implications

• Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with market trends and business objectives

• Participate in global and local compensation benchmark surveys (e.g., Mercer) to ensure market competitiveness in base pay and short-term incentives, and use market data to maintain grade and range structures

• Provide guidance to HR business partners and people managers on compensation decisions, policy interpretation, and job evaluations

• Develop, compile, and present compensation data, analyses, and proposals to senior leadership

• Oversee compensation tools and processes to improve data quality, efficiency and employee experience

• Proactively analyze market trends, compensation practices and economic conditions to develop recommendations that support talent and business objectives.

• Develop communication and education strategies that enable leaders and employees to understand and effectively leverage compensation programs

• Provide expert counsel on the design, development, and financial/budget impact of compensation programs

• Maintain and improve compensation-related systems, tools, and data (e.g., ADP Lyric and Decusoft Compose)

• Support executive onboarding related to compensation packages and serve as an ongoing point of contact for executive compensation inquiries

• Ensure compliance with federal, state, and local compensation laws and regulations, including FLSA and pay equity requirements (performs pay equity analysis)