Please note that we do not offer visa sponsorship for this position.

Role Summary

The Compensation Manager plays a key role in shaping and delivering National Life's enterprise compensation programs. As a trusted compensation advisor and subject matter expert, this role partners across the People Center and business to ensure compensation decisions align with our Compensation Philosophy, Compensation Guiding Principles, and business objectives while supporting a fair, competitive, and consistent employee experience.

This role is ideal for an experienced compensation professional who thrives in a collaborative, fast-paced environment and enjoys solving complex challenges. The successful candidate exercises sound judgment, influences decision-making through data-driven insights, and leads enterprise compensation initiatives with confidence. Strong communication, executive presence, and the ability to build trusted partnerships across all levels of the organization are essential for success.

Essential Duties and Responsibilities

This is a hands-on senior individual contributor role that combines operational execution with strategic influence and enterprise program leadership. Core responsibilities include the following:

Compensation Business Partner

• Provide expert consultation to People Center colleagues and business leaders at various levels within the organization. Serve as a trusted advisor on complex compensation matters, balancing market competitiveness, internal equity, financial discipline, regulatory considerations, and alignment to the Compensation Philosophy.
• Exercise discretion and independent judgment when interpreting compensation guidelines and recommending pay actions, structural adjustments, or alternative approaches. Influence final compensation decisions through clear, data-driven recommendations and thoughtful risk assessment.
• Identify and implement enhancements to existing compensation processes and contribute to the development of new or revised programs as business needs evolve.

Job Evaluation and Benchmarking

• Ensure roles are appropriately assessed within the Compensation Framework and job architecture. Recommend leveling determinations and pay positioning based on internal equity analysis, market benchmarking, and organizational design considerations.
• Partner with business leaders and HR colleagues to create and maintain accurate, effective job descriptions that reflect scope, complexity, and enterprise impact.

Compensation Surveys and Market Intelligence

• Provide input and guidance on compensation survey submissions, analyze survey data, and translate findings into actionable insights. Provide recommendations that influence salary structure design, pay positioning practices, and competitive strategy.
• Monitor external market trends and emerging compensation practices to proactively identify risks and opportunities for National Life.

Pay for Performance Review Process

• Partner with team members and key stakeholders to deliver the annual Pay for Performance Review process by coordinating key activities, facilitating calibration and decision-making, educating People Leaders, and supporting governance, reporting, and cycle closeout.
• Analyze enterprise compensation outcomes, identify systemic trends, or risk areas, and provide insights and recommendations to senior leadership to inform compensation strategy and governance.
• Recommend and implement enhancements to processes, tools, and reporting to strengthen efficiency, transparency, and accountability.

Compensation Education and Communication

• Lead enterprise-wide compensation education initiatives to promote understanding and transparency of the Compensation Framework and related programs. Refine and deliver compensation education to People Leaders and associates at all levels of the organization.
• Reinforce governance standards and build leader capability in making informed and equitable pay decisions.

Strategic Contribution and Enterprise Impact

• Contribute to the evolution of National Life’s Compensation Philosophy and Framework through data-driven insights and program enhancements.
• Identify emerging compensation trends, business risks, and organizational needs, proactively recommending program or structural adjustments.
• Partner cross-functionally with Finance, Legal, Talent Acquisition, HR Business Partners, and business leadership to align compensation programs with organizational strategy and workforce planning objectives.
• Lead complex compensation initiatives that may span multiple business units and functional areas. While this role does not typically have direct reports, it may lead project teams or influence work across the Compensation function.

Minimum Qualifications

• Education and Work Experience
  • Bachelor's degree and 8 or more years of related work experience; OR Advanced degree and 5 or more years of related experience; OR 9 or more years total equivalent work experience.
• Working knowledge of compensation principles, market pricing methodologies, and applicable federal and state compensation regulations.
• Progressive compensation experience, including leading or partnering on enterprise compensation projects and providing consultative support to business leaders.
• Demonstrated experience leading process improvement initiatives that enhance the efficiency, accuracy, or scalability of compensation programs and processes.
• Strong executive communication skills with the ability to present complex compensation concepts clearly and confidently in virtual, in-person, and hybrid environments.
• Advanced expertise in Excel, including building interactive tools, analyzing large data sets, and translating data into actionable insights for business leaders.
• Demonstrated ability to build partnerships and influence decisions across functions and organizational levels.
• Proven critical thinking skills with the ability to develop innovative and practical solutions in ambiguous situations.
• Proficiency with Microsoft Office applications and collaboration/project management tools.

Preferred Qualifications

• Demonstrated aptitude for quickly learning complex compensation programs and administering specialized plans, such as carried interest arrangements
• Experience designing, implementing, and administering sales incentive or variable compensation plans, particularly within the insurance industry.
• Experience applying compensation practices within the investment management, insurance, or financial services industries.
• Demonstrated expertise in process improvement and optimization.
• Experience working in UKG Pro HRIS system.
• Familiarity with SecureSheet.
• CCP, PHR, SHRM-SCP, or other related certification.

AI Proficiency Expectations

At National Life Group, we view AI as an enabler of human potential. We use AI to help us work smarter, serve more clients, and keep our promises, while remaining a relationship-driven business where our people are our greatest strength.

All associates are expected to:

• Leverage approved AI tools, where appropriate, to improve the efficiency, quality, and impact of their work.
• Stay curious and open to new AI-enabled ways of working.
• Exercise sound judgment by reviewing and validating AI-generated content.
• Maintain accountability for the accuracy, quality, fairness, and integrity of work products by adhering to National Life's AI guiding principles.
• Use AI responsibly and in accordance with company policies related to confidentiality, data privacy, security, compliance, retention, and intellectual property.

Core Competencies

• Cultivates Innovation – Fosters innovation by taking calculated risks and working cooperatively with others to produce innovative solutions.
• Ensures Accountability – Holds self and others accountable to meet commitments and performance goals.
• Directs Work – Provides direction, delegates when appropriate, and removes obstacles to achieve results.
• Demonstrates Emotional Intelligence – Recognizes, understands, and manages emotions and their impact on others.
• Exhibits Critical and Creative Thinking – Applies logic and reasoning to make sound decisions while developing innovative solutions to solve complex problems.
• Leads Change – Facilitates change and transition at the individual and team level and aligns compensation initiatives with organizational evolution.
• Inspires Others – Motivates and influences others by creating an environment where teams can do their best work and partnering across the organization to achieve results.

Functional Competencies

• Adaptability – Maintains effectiveness during major changes in responsibilities or environment and collaborates with others to successfully implement change.
• Dealing with Ambiguity – Comfortably manages risk and uncertainty while making informed decisions without complete information.
• Decision Making – Identifies and analyzes problems using quantitative and qualitative data, evaluates alternatives, and takes timely action consistent with governance and business objectives.
• Accountability and Dependability – Takes personal responsibility for quality and timeliness of work and achieves results with minimal oversight.
• Communication – Conveys information clearly and concisely while actively listening to others.
• Results Focus and Initiative – Focuses on achieving outcomes and proactively drives progress.
• Customer Orientation – Prioritizes internal and external customer perspectives when making decisions.
• Quality Orientation – Demonstrates attention to detail and accuracy in all aspects of work.
• Building Partnerships – Develops and leverages relationships within and across work groups to achieve enterprise results.