Sr. Manager, Enterprise Compensation

Company

Navitus

About Us

Navitus - Putting People First in Pharmacy - Navitus was founded as an alternative to traditional pharmacy benefit manager (PBM) models. We are committed to removing cost from the drug supply chain to make medications more affordable for the people who need them. At Navitus, our team members work in an environment that celebrates diversity, fosters creativity and encourages growth. We welcome new ideas and share a passion for excellent service to our customers and each other._____________________________________________________________________________________________________________________________________________________________________________________________________________. Current associates must use SSO login option at https://employees-navitus.icims.com/ to be considered for internal opportunities. ____________________________________________________We are committed to providing equal employment opportunity to all applicants and employees and comply with all applicable nondiscrimination regulations, including those related to protected veterans and individuals with disabilities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or handicap.

Pay Range

USD $116,019.00 - USD $145,024.00 /Yr.

STAR Bonus % (At Risk Maximum)

12.50 - Sr Manager, NAE, Sr CAE II

Work Schedule Description (e.g. M-F 8am to 5pm)

M-F: 8:00 am – 5:00 pm

Remote Work Notification

ATTENTION: Lighthouse is unable to offer remote work to residents of Alaska, Delaware, Hawaii, Idaho, Iowa, Louisiana, Maine, Mississippi, Montana, Nebraska, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Rode Island, South Carolina, South Dakota, Vermont, West Virginia, and Wyoming.

Overview

Due to growth, we are adding a Sr. Manager, Enterprise Compensation to our team!

 

The Sr. Manager, Enterprise Compensation is responsible for the enterprise-wide strategy, design, governance, and execution of compensation programs, while leading and developing a team of compensation professionals to deliver consistent, high-quality outcomes across the organization. This role provides leadership oversight of compensation philosophy, job architecture, career frameworks, pay structures, and incentive design, ensuring alignment with organizational strategy, market competitiveness, internal equity, and regulatory compliance.

 

The Sr. Manager, Enterprise Compensation serves as the strategic thought partner on compensation strategy and decision-making, partnering with Sr. Director, HR Operations, executive leadership, HR Business Partners, and Finance to drive consistent, data-driven compensation practices across the enterprise. The role ensures scalable program design, strong governance, and disciplined execution of compensation processes, including annual merit, short-term incentives (STAR), commission plans, and market adjustments, while building team capability and advancing the maturity of the compensation function.

 

Is this you? Find out more below!  

Responsibilities

How do I make an impact on my team?

• Lead the enterprise compensation strategy, ensuring alignment with business objectives, financial targets, and talent outcomes.
• Establish and enforce compensation governance frameworks, policies, and approval processes to ensure consistency and defensibility.
• Serve as the primary advisor to executive leadership on compensation strategy, risk, and decision-making.
• Own and evolve the organization’s job architecture, including job families, job leveling, career ladders, and titling standards.
• Ensure consistent role design and leveling methodologies across the enterprise to support organizational clarity and workforce planning.
• Partner with HR and business leaders on organizational design and role structuring initiatives.
• Lead the design, administration, and continuous improvement of all core compensation programs, including base pay structures and salary ranges, annual merit planning and execution, Short and Long-term incentive programs (e.g., STAR & LTAR), sales commission and incentive plans, market adjustment and promotion frameworks.
• Ensure programs are competitive, scalable, and aligned to performance and business outcomes.
• Lead enterprise-wide market pricing and benchmarking strategy, utilizing reputable survey sources to inform compensation decisions. 
• Conduct and oversee market analysis, pay equity reviews, and compensation modeling to support leadership decisions.
• Translate market data into actionable insights and executive-ready recommendations.
• Oversee annual compensation cycles, including merit, incentive funding, and payout processes. 
• Provide governance and guid