Compensation Manager
Medecins Sans Frontieres (Doctors Without Borders) - United States
·Today
- Salary
- $89k – $111k
- Location
- New York, New York, United States
- Workplace
- Hybrid
- Department
- People & Culture
- Seniority
- Manager
- Experience
- 5+ years
- Source
- Greenhouse
Description
About MSF USA | Doctors Without Borders
Role Overview
The Compensation Manager will manage and enhance our compensation philosophy, salary structures, and pay governance practices for both domestic and international mobile staff (IMS), ensuring continued alignment with organizational needs, market practice, and internal equity. This role will ensure consistency in salary setting, provide recommendations on salary increase methodologies, support position leveling, and guide hiring salary range decisions.
Role-Specific Outcomes
- Oversee the review, enhancement, and maintenance of MSF-USA’s existing compensation framework, ensuring it remains competitive, equitable, and responsive to the organization’s changing priorities.
- Develop and implement standard compensation methodologies, practices, and policies, including annual salary increases, market-based adjustments, promotions, interim allowances, and other rewards, in consultation with the People & Culture Leadership Team.
- Lead the US compensation market benchmarking process in line with best practices.
- Assess and recommend salary increase methodologies, including merit and market-based adjustments.
- Ensure consistent and equitable salary-setting practices across the organization through analysis of internal equity, market data, organizational practices, and budget considerations.
- Monitor compensation practices for internal equity, regulatory compliance, and consistency with established policies and governance standards, identifying risks, and recommending corrective actions as needed.
- Partner with the Talent Acquisition Team on job evaluation and leveling for new and existing positions and recommend starting salary ranges for job advertisements in line with salary transparency laws.
- Maintain standard job descriptions for roles across the organization, including developing descriptions for new roles and revising existing descriptions to reflect changes in job scope and responsibilities.
- Partner with the Finance department to ensure that compensation decisions align with budgets and communicate approved salary changes to Finance partners in a timely manner.
- Develop proposals and presentations about compensation programs (including market data and appropriate pay levels/targets) to influence and educate staff, managers, and senior-level decision-makers.
- Oversee the administration of the MSF global grading and rewards framework for IMS, including scaling positions, assessing applicant experience, and setting salaries.
- Leverage HRIS, payroll, compensation, and analytics tools to develop reliable compensation reporting and analysis, monitor pay practices and trends, strengthen data quality, and support evidence-based compensation decisions.
- Contribute to broader People & Culture team projects and other tasks, as needed.
Supervisory Responsibility
The position holds no direct supervisory responsibility but will oversee routine work of several associates in tandem with their direct supervisors.
Desired Qualifications & Experience
- 5-7 years of experience with leading design and implementation of compensation plans, ideally with international and domestic staff in a fast-paced humanitarian environment.
- Demonstrated experience developing or managing compensation structures, salary ranges, and pay practices.
- Experience with job evaluation, position leveling, and market benchmarking.
- Knowledge of compensation principles, salary survey methodologies, and pay governance practices.
- Familiarity with applicable compensation-related laws and regulations.
- Experience working with HRIS and payroll systems to support compensation administration, reporting, data validation, and salary changes; experience with SAP SuccessFactors and ADP a plus. Experience with compensation, analytics, or data visualization tools.
- Experience with Python, R, or similar data analysis tools is a plus.
- Demonstrated ability to provide direction and counsel to senior leaders
- Strong analytical skills, including demonstrated ability to extract, reconcile, model and analyze compensation and employee data across systems and identify data quality or process issues.
- Strategic mindset with a passion for compensation and the ability to influence at all levels of the organization
- Experience navigating ambiguity and adapting to evolving business needs
- Exceptional communication and stakeholder management skills
Travel Requirements
Must be willing to travel for work as needed.
Compensation
$88,822 - $111,027
In alignment with MSF-USA compensation framework, new hires are offered between the above salary range based on relevant experience, skills, and internal equity.
This role is hybrid, with in-office attendance on either Tuesdays or Wednesdays.
Equal Opportunity and Accommodations Statement:
MSF-USA is dedicated to creating a diverse, impartial, and inclusive workforce. We are an equal opportunity employer and do not discriminate based on gender identity or expression, sexual orientation, race, religion, age, national origin, disability, marital status, pregnancy status, veteran status, genetic information, or any other differences as per applicable laws.
We seek a diversity of experience and skills for our workplace and encourage people from all backgrounds to apply to our openings.
We also provide reasonable accommodations for individuals with disabilities or religious beliefs and practices. If you require accommodations during the application process, please contact us at [email protected].
We strongly encourage individuals from underrepresented communities in the Humanitarian Aid sector to apply.
Safeguarding Statement:
All Employees and Representatives of MSF USA have a duty to treat the individuals, families, and communities with whom we interact and serve with dignity and respect, and to ensure their safety and protection. We are committed to fostering a workplace and organizational culture that is safe, inclusive, and free from harassment, abuse, exploitation, and discrimination. This commitment is supported by policies and procedures that promote an environment where misconduct and abuse are not tolerated.
Employment may be contingent upon satisfactory reference checks and/or background screening appropriate to the responsibilities of the role.