Manager, Compensation

It’s a great time to join AAA The Auto Club Group! 

JOIN THE TEAM COMMITTED TO DRIVING YOUR CAREER FORWARD

Job Type:

Full time

 

Exempt/Non Exempt:

 

Salary

Job Description:

 

This position is currently able to work remotely from a home office location for day-to-day operations unless occasional travel for meetings, collaborative activities, or team building activities is specified by leadership. This is subject to change based on amendments and/or modifications to the ACG Flex Work policy.

Manager, Compensation- The Auto Club Group

Reports to: Director or above

What you will do:

Oversee the daily operations of the compensation function and manage a team responsible for executing compensation processes and delivering services across the organization. Focus on operational effectiveness, employee leadership, process improvement, and project delivery. Provide input to compensation leadership to inform strategic planning and roadmap development.

Key Responsibilities include:

• Manage and oversee the day-to-day activities of the compensation operations and team to ensure quality, accuracy, and timeliness of deliverables.
• Distribute workload, set priorities, and resolve operational issues.
• Manage the compensation intake process, ensuring timely and accurate responses to HR and business inquiries.
• Coach, develop, and evaluate team members to support performance and career growth.
• Ensure smooth execution of annual and off-cycle compensation processes, including salary reviews, market pricing, job evaluations, and incentive processing.
• Partner with HR partners and leaders to address compensation inquiries and provide guidance.
• Maintain and update operational processes, tools, and documentation for efficiency and compliance.
• Monitor operational metrics and team performance and report results to leadership.
• Manage compensation team projects such as process redesign, system improvements, data audits, and annual cycle readiness.
• Support the execution of enterprise-wide compensation cycles, including salary reviews, bonus payouts, and structure updates.
• Communicate operational updates, process changes, and project milestones to stakeholders and team members.
• Foster a culture of collaboration, accountability, and continuous improvement within the team. 
• Support the Compensation Leader in operational planning, roadmap execution, and departmental projects.

Supervisory Responsibilities:

Supervise and develop a team of compensation analysts; assign workload, review deliverables, and provide training and coaching.

How you will benefit:

• A competitive annual salary between $105,000 - $150,000 with annual bonus potential based on performance
• ACG offers excellent and comprehensive benefits packages, including:
• Medical, dental and vision benefits
• 401k Match
• Paid parental leave and adoption assistance
• Paid Time Off (PTO), company paid holidays, CEO days, and floating holidays
• Paid volunteer day annually
• Tuition assistance program, professional certification reimbursement program and other professional development opportunities
• AAA Membership
• Discounts, perks, and rewards and much more

II. Required Qualifications (these are the minimum requirements to qualify)

Education (include minimum education and any licensing/certifications):

• Bachelor degree in Business, Sales, Marketing or a related field

Experience:

• 5–7 years of progressive experience in compensation to include 2 years managing a team
• Proven experience managing annual compensation cycles, market pricing, job evaluation, and incentive programs
• Proficient experience with HR systems such as Workday, MarketPay, or similar platforms.
• Managing multiple priorities in a fast-paced environment while maintaining attention to detail.
• Drive process improvements and lead cross-functional initiatives.

Knowledge:

• Strong knowledge of compensation operations, practices and principles to include job evaluation, FLSA classification, and incentive administration to manage the daily execution of compensation functions and team
• Strong knowledge of compensation regulatory requirements.
• Proficiency with compensation management systems and HRIS platforms to include Workday
• Strong understanding of end-to-end compensation workflows with an eye for operational efficiency and quality