Compensation Manager

Job Description

The Compensation Manager will be responsible for the implementation, administration and maintenance of our compensation programs. This position will work with key stakeholders to manage the year-end bonus and salary increase processes. This position will provide advice on pay decisions, policy interpretation, and job evaluation. Finally, this position may also be assigned special compensation project work to support certain tactical and strategic business initiatives.

Responsibilities:
  • Provide guidance and interpretation of policies and programs to the HR Business Partners and assigned client groups (primary responsibility for the newsroom)
  • Work with Business Partners to ensure compensation practices are followed and decisions are well documented
  • Annual market pricing, salary survey participation, benchmarking and evaluation of corporate/newsroom andexecutiveleveljobsto ensure internal and external market equity
  • Develop and maintain compensation ranges based on approved guidelines
  • Providecompensationrecommendations for new hires and promotions working with the HR Business Partners, Recruiters, and front line managers
  • Using Workday, manage the corporate compensationprocesses and programs which encompass annual merit, incentive, and equity grants
  • Prepare communications and deliver training workshops to educate managers on compensation practices
  • Monitor federal, state and local compensation laws and regulations to ensure compliance
  • Other duties as assigned


Qualifications:
  • Bachelor's degree or equivalent in business, human resources, or related field
  • Five+ years of relevantcompensationexpertise
  • Ability to execute administrative and procedural decisions on sensitive and confidential issues
  • Strong technical and analytical skills
  • Strong verbal and written communication skills
  • Familiarity with regulations and legislation impactingcompensationdecisions
  • Experience with Workday is highly preferred
  • Union experience is highly preferred

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The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local "Fair Chance" laws.