Compensation Manager

The Compensation Manager plays a critical role in supporting the organization’s compensation strategy, programs, analytics, and operational execution. Oversees both day-to-day compensation operations and the foundational development of scalable compensation frameworks, processes, and tools that support organizational growth and business objectives. Performs a key role in strengthening and evolving compensation practices across the organization, including job architecture, salary structures, market benchmarking, merit planning, incentive administration, and compensation governance. Works closely with HR leadership, Finance, Talent Acquisition, HR Business Partners, and business leaders to provide data-driven compensation insights and operational support. Chickasaw Nation Industries, Inc. serves as a holding company with multiple subsidiaries engaged in several lines of business (Technology, Infrastructure & Engineering, Health, Manufacturing, Public Safety, Consulting, and Transportation) for the federal government and commercial enterprises. A portion of our profits is used to support Chickasaw citizens. We are proud to support the economic development and long-term viability of the Chickasaw Nation and its people. CNI offers premium benefits eligible on the first day of hire to full time employees; (Medical - Dental – Vision), Company Life Insurance, Short-Term and Long-Term Disability Insurance, 401(K) Immediate Vesting, Professional Development Assistance, Legal Aid Assistance Program, Family Planning / Fertility Assistance, Personal Time Off, and Observance of Federal Holidays. As a federal contractor, CNI is a drug-free workplace and adheres to the Federal Controlled Substance Act.    ESSENTIAL REQUIREMENTS Must be able to pass a background investigation     Experience administering compensation programs including merit, bonus, salary planning, and market pricing. Experience utilizing compensation platforms, market pricing tools, and salary survey systems such as ERI, CompAnalyst, Mercer, Radford, or similar platforms.  Demonstrated ability to identify process improvement opportunities and bring forward compensation best practices, market insights, and operational recommendations.  Demonstrated ability to lead workstreams, prioritize deliverables, and provide guidance within a compensation or HR environment.  KEY DUTIES AND RESPONSIBILITIES Essential Duties and responsibilities include the following.  Other duties may be assigned. Compensation Programs & Operations Manages day-to-day compensation operations and administration across the organization.  Administers and supports compensation programs including:  Base pay administration  Merit planning cycles  Bonus and incentive programs  Market pricing  Job evaluations  Salary structures and pay ranges  Promotional and equity reviews  Compensation audits and reporting  Leads operational execution of annual compensation processes including merit planning, bonus administration, compensation cycle support, data validation, reporting, and process coordination.  Conducts internal equity analyses and supports pay recommendations aligned with organizational guidelines, market competitiveness, and business needs.  Ensures compensation programs are administered consistently, accurately, and in compliance with organizational policies and applicable regulations.  Supports compensation governance and documentation standards across HR operations.  Researches emerging compensation trends, best practices, and market approaches, and brings forward recommendations and innovative ideas that enhance the organization’s compensation strategy, programs, and operational effectiveness.  Identifies opportunities to improve compensation processes, manager experience, employee understanding, operational efficiency, and program scalability.  Provides compensation guidance and consultative support to HR partners and leaders on pay-related decisions and practices.  Compensation Strategy & Framework Development Assists in rebuilding and enhancing the organization’s compensation philosophy, frameworks, structures, and supporting methodologies.  Conducts market benchmarking and compensation research to support competitive and equitable pay practices.  Develops compensation analyses, models, and recommendations that support organizational decision-making.  Helps establish scalable compensation processes, tools, templates, and workflows that improve efficiency and consistency.  Supports the development of job architecture, leveling frameworks, and compensation guidelines.  Prepares compensation data and insights for leadership review and decision-making.  Coordinates and completes compensation surveys and benchmarking submissions with industry-specific and market data vendors to support compensation analysis and organizational market competitiveness.  Continuously evaluates external market trends, compensation innovations, and evolving practices to help shape future-state compensation strategies.  Government Contracting & Proposal Support Partners closely with business leaders and government contracting teams to support pricing strategies, proposal development, and workforce planning efforts.  Prepares compensation market analyses, labor category benchmarking, and workforce cost modeling to support competitive proposals.  Provides compensation data and analytical support that strengthens staffing strategies and contract positioning.  Assists with compensation compliance requirements within government contracting environments.  Analytics, Reporting & Systems Utilizes Workday and supporting compensation systems/tools to improve operational efficiency, reporting accuracy, and data integrity.  Utilizes compensation platforms and market benchmarking tools to support market pricing, compensation analysis, and data-driven decision-making.  Builds and maintains compensation dashboards, reports