Senior Manager
COMP.GEN.M2
Manages a small team of C&B professionals and takes ownership of one large program or multiple smaller programs.
Manages a small team of C&B professionals and takes ownership of one large program or multiple smaller programs.
The story of this role
Who does this work
The Compensation & Benefits (C&B) professional, who is committed to designing competitive and equitable reward programs, and seeks to attract and retain the best technical and scientific talent.
The problem this role solves
- The external problem: Organizations struggle to create comprehensive compensation and benefits packages that meet the diverse needs of their employees.
- The internal problem: The C&B professional feels overwhelmed by the complexities of market data, employee expectations, and legal requirements.
- Why it matters: Every employee deserves to feel valued and fairly compensated for their contributions, yet many organizations fail to deliver on this promise.
The plan
- Assess the current compensation and benefits landscape to identify gaps and opportunities.
- Conduct market research to understand competitive benchmarks and employee preferences.
- Collaborate with cross-functional teams to align compensation strategies with business goals.
- Design and implement comprehensive reward programs that are equitable and appealing.
- Monitor and evaluate the effectiveness of programs, making adjustments based on feedback and business needs.
What's at stake
Top talent leaves for competitors offering better compensation and benefits. Employee satisfaction declines due to perceived inequities in rewards.
Success looks like
Employees feel motivated and valued, leading to higher retention rates. The organization attracts top talent, enhancing its competitive advantage in the industry.
Summary
Manages a small team of C&B professionals and takes ownership of one large program or multiple smaller programs.
Level — M2 — Manager II
Manages an established team or sub-function; owns planning and performance for the group.
- Scope
- An established team or sub-function
- Autonomy
- Owns planning for the group
- Complexity
- Cross-project coordination and priorities
- Impact
- Group delivery and development
- Decision rights
- Owns staffing, priorities, performance for the group
- Leadership
- Manages a team; sometimes manages leads
- Typical experience
- 5–8 yrs
Core outputs
No core outputs recorded yet.
Adjacent roles
Nearest roles by structural coordinates (level + taxonomy). Distance 0 → 1; each carries its 3-state match band. How coordinates work → · Compare side-by-side →
Componentsshow ▾
Responsibilities3
- Design and recommend updates to compensation structurescommonlevel
- Lead the annual compensation planning cyclecommonlevel
- Coordinate pay transparency initiativescommonlevel
Tasks3
- Design compensation structurescommonlevel
- Lead compensation planningcommonlevel
- Coordinate transparency initiativescommonlevel
Skills5
- Compensation designcommonlevel
- Program managementcommonlevel
- Team leadershipcommonlevel
- Strategic planningcommonlevel
- Communicationcommonlevel
Knowledge5
- Compensation structurescommonlevel
- Program managementcommonlevel
- Leadership principlescommonlevel
- Pay transparencycommonlevel
- HR strategycommonlevel
competency3
- Project managementcommonlevel
- Consultative communicationcommonlevel
- Leadershipcommonlevel
qualification3
- 7–10 years in C&Bcommonlevel
- Experience managing people or projectscommonlevel
- Experience executing programscommonlevel
Title aliasesshow ▾
| Alias | Type | Confidence | Approved |
|---|---|---|---|
| Senior Manager | common | medium0.50 | — |
Classification mappingsshow ▾
O*NET / SOC
- code=13-0000title=Business & Financial Operations Occupationssource=inferred_from_superfunctionreviewStatus=needs_review