Manager, Compensation

ERMCO Distribution Transformers is a leading manufacturer of high-quality distribution transformers. Our team is committed to innovation, excellence, and developing top-tier talent to help power the future.

AT ERMCO, we propel the world through energizing and empowering people. Our family works to keep your family powered. We confidently develop smart ideas without fear of failure and test, refine and scale them to become marketable products and services. We remain aligned on where and how we focus our efforts, when to shift and what to do next when a great idea strikes. We're looking for THE BEST PEOPLE for our dedicated team. ERMCO offers top-of-the-line pay, benefits and job security with a company rich in history and alive with opportunity. Help us write our legacy, and we'll help you write yours!

We are seeking a strategic and hands-on Manager, Compensation to build and lead our compensation function from the ground up. This role offers a unique opportunity to design and implement a scalable, enterprise-wide compensation structure for a rapidly evolving manufacturing company specializing in distribution transformers. The ideal candidate will bring deep expertise in compensation strategy, M&A integration, job architecture, and pay equity, and will be a key partner to HR and business leaders in driving competitive and equitable pay practices across the organization.

• Design and implement a comprehensive, scalable compensation structure that supports the company’s business strategy, organizational growth, and talent needs.
• Establish enterprise-wide compensation frameworks, including salary bands, job leveling, pay structures, incentive plans, and governance processes.
• Lead compensation due diligence and post-close integration efforts for M&A activity; harmonize programs across entities, identifying and adopting best practices from acquired organizations.
• Develop job architecture and leveling across a broad range of functions to promote consistency, transparency, and internal equity.
• Champion enterprise pay equity and transparency; analyze compensation data to identify gaps, ensure fairness, and inform strategic adjustments.
• Conduct regular market analyses, benchmarking, and salary surveys to ensure competitive pay practices aligned with industry trends and legal requirements.
• Partner with HR, Finance, and business leadership to align compensation practices with workforce and financial planning.
• Monitor the effectiveness of existing programs and recommend enhancements that are innovative, cost-effective, and in alignment with organizational goals.
• Ensure full compliance with all applicable federal, state, and local compensation laws and regulations.
• Lead and develop a small, high-performing team while fostering cross-functional collaboration.

• Minimum of 8-10 years of progressive experience in compensation and total rewards, including at least 3 years in a leadership or managerial role.
• Proven experience designing compensation structures and leading compensation program design and transformation initiatives.
• Experience supporting M&A transactions, including due diligence and post-acquisition integration.
• Strong expertise in job leveling, grading, and job architecture across diverse functions.
• Demonstrated commitment to pay equity, transparency, and inclusive compensation practices.
• Deep knowledge of compensation laws, compliance requirements, and industry best practices.
• Strong financial and analytical skills; ability to interpret and communicate compensation data to various stakeholders.
• Proficiency in compensation technologies, HRIS platforms, and data analysis tools.
• Exceptional project management, communication, and stakeholder engagement skills.
• High integrity and discretion in handling sensitive compensation data.
• Bachelor’s degree in Human Resources, Finance, Business, or a related field; advanced degree or professional certifications (e.g., CCP) strongly preferred.
• Manufacturing industry experience is a plus, especially in capital equipment or energy-related sectors.
• Directly manages 1–2 compensation team members.
• Responsibilities include hiring, training, performance management, and employee development in accordance with company policies and applicable laws.