Compensation Manager

📋 Description

• • The Compensation Manager at Sedgwick Claims Management Services, Inc. plays a critical role in shaping and maintaining fair, competitive, and compliant compensation practices across the organization, directly supporting the company’s mission to serve people facing unexpected challenges by ensuring colleagues are rewarded equitably and strategically.
• • This role is essential for driving organizational effectiveness through data-informed compensation strategies that attract, retain, and motivate talent while aligning with business goals and regulatory standards.
• • Day to day, the Compensation Manager leads and oversees the daily operations of the Compensation function, ensuring effective administration of compensation policies, programs, and guidelines.
• • Provides direction, training, and consultative support to the Colleague Resources (CR) team, line management, and senior leadership on compensation matters.
• • Oversees the development and maintenance of job descriptions, job evaluations, salary structures, and supporting compensation systems to ensure internal equity and market competitiveness.
• • Ensures regulatory compliance for all compensation programs and practices, including ongoing adherence to FLSA and other applicable federal, state, and local regulations.
• • Manages market pricing processes, including internal equity analysis and benchmarking of positions to external market data using standardized compensation surveys.
• • Provides expert recommendations to leadership regarding base pay, grade assignment, total compensation opportunity, and hiring ranges.
• • Leads high‑level and detailed compensation analyses, including assessments related to job groups, pay equity, geographic differentials, and organizational impacts, translating analytical findings into actionable insights for leadership decision‑making.
• • Manages and contributes to complex compensation initiatives and projects, including the design, revision, and implementation of compensation programs, providing project leadership and partnering with internal and external stakeholders.
• • Ensures consistent and compliant administration of compensation programs, including incentive compensation, sales compensation, annual merit and bonus cycles, geographic and shift differentials, and other pay programs, in alignment with established policies and governance standards.
• • Partners in administration of the annual merit and bonus cycles, including planning, administration, reporting, and communication to stakeholders.
• • Leads the participation of compensation surveys and special studies to maintain competitive market positioning, potentially leading the development of custom or market‑specific surveys.
• • Partners strategically with HRIS and analytics teams to define appropriate compensation metrics and ensure timely, accurate, and meaningful reporting to support leadership decision‑making and evaluation of compensation program effectiveness.
• • Maintains professional expertise and external perspective by actively engaging in professional associations and staying current on compensation trends, market practices, and legislative or regulatory developments impacting total rewards.
• • The Compensation team at Sedgwick operates within a caring, inclusive culture recognized by Newsweek as one of America’s Greatest Workplaces, certified as a Great Place to Work®, and honored as a Fortune Best Workplace in Financial Services & Insurance.
• • Sedgwick’s 33,000 colleagues globally are united by a shared purpose of supporting people through unexpected events, offering the Compensation Manager a meaningful platform to contribute to organizational success while growing their career in a stable, values-driven environment.
• • In this role, the individual can develop deep expertise in total rewards strategy, advance their leadership capabilities in HR and compensation governance, and gain influence over enterprise-wide compensation design that impacts thousands of employees.
• • The position offers the opportunity to become a trusted advisor to senior leadership, shaping compensation practices that reinforce equity, compliance, and business performance in a dynamic, telecommuter-friendly environment.