Senior Compensation Manager

Job Description

At EisnerAmper, we look for individuals who welcome new ideas, encourage innovation, and are eager to make an impact. Whether you’re starting out in your career or taking your next step as a seasoned professional, the EisnerAmper experience is one-of-a-kind. You can design a career you’ll love from top to bottom – we give you the tools you need to succeed and the autonomy to reach your goals.

The Senior Compensation Manager is a strategic leader and expert advisor responsible for shaping EisnerAmper’s enterprise‑wide compensation strategy. This role ensures our programs are equitable, competitive, scalable, and future‑ready, leveraging modern analytics, job architecture frameworks, and emerging HR technologies.

The ideal candidate brings a forward‑looking perspective on pay transparency, talent markets, and compensation governance—while executing with operational excellence and cross‑functional collaboration.

What it Means to Work for EisnerAmper:

• You will get to be part of one of the largest and fastest growing accounting and advisory firms in the industry
• You will have the flexibility to manage your days in support of our commitment to work/life balance
• You will join a culture that has received multiple top “Places to Work” awards
  • We believe that great work is accomplished when cultures, ideas and experiences come together to create new solutions
  • We understand that embracing our differences is what unites us as a team and strengthens our foundation
  • Showing up authentically is how we, both as professionals and a Firm, find inspiration to do our best work
    

What Work You Will be Responsible For:

• Enterprise Compensation Strategy & Governance
• Evolve and maintain EisnerAmper’s enterprise compensation philosophy, policies, and governance model, ensuring alignment with firm values and business priorities.
• Lead modernization of compensation infrastructure, including job architecture, leveling frameworks, career pathing, and salary structures—mirroring approaches used by leading firms.
• Ensure compliance with FLSA, state/local pay equity laws, and pay transparency regulations.
• Serve as a firm‑wide ambassador for pay transparency, equitable pay practices, and compensation education for leaders and employees.
• Annual Compensation Cycles & Program Management
• Lead all annual compensation programs—including merit, market adjustments, promotions, and bonus cycles—using Workday Advanced Compensation.
• Partner with Finance on budgeting, forecasting, accruals, and compensation modeling.
• Develop tools, dashboards, and scenario‑planning models for leaders and HRBPs.
• Increase automation and reduce manual processes through Workday optimization, PowerBI dashboards, and AI‑augmented workflows.
• Market Insights, Analytics & Pay Equity
• Conduct market benchmarking using Mercer, Radford, WTW, and peer group datasets.
• Build predictive insights on market movement, internal parity, and retention risk.
• Lead recurring pay equity analyses and partner with HR to implement remediation recommendations.
• Provide data‑driven insights to senior leadership that shape total rewards strategy.
• Incentive Program Design & Governance
• Oversee design, modeling, and governance of incentive bonus programs, including annual and ad‑hoc plans.
• Partner with Finance and firm leadership to align incentive structures with financial performance and growth targets.
• Evaluate short‑ and long‑term incentive competitiveness, leveraging trends from peer firms and market data sources.
• Technology, Innovation & Process Optimization
• Transform compensation processes using Workday, PowerBI, AI‑enabled analytics, and workflow automation.
• Establish a continuous improvement roadmap, identifying opportunities for simplification, standardization, and enhanced employee experience.
• Introduce modern tools such as compensation forecasting algorithms, geo‑differential automation, and pay transparency reporting.
• Leadership, Collaboration & Stakeholder Engagement
• Serve as a trusted advisor to HRBPs, Talent Acquisition, Finance, and business leaders on all compensation matters.
• Coach and develop the Senior Compensation Analyst, fostering a high‑performance, growth‑oriented culture.
• Partner with Talent Acquisition to guide offer structuring, hiring ranges, and competitive compensation positioning.
• Communicate program changes, market insights, and governance updates to executive leadership.

What You’ll Influence:

• Transformation toward a modern, scalable total rewards ecosystem.
• Increased pay equity and transparency across the firm.
• A stronger, more predictable compensation experience for employees and leaders.

What Success Looks Like:

• Reduced manual processes through automation and Workday adoption.
• Clear, consistent career pathways and salary structures.
• Confident leaders making data‑informed compensation decisions.
• Stronger employee trust in pay fairness.

Basic Qualifications:

• Bachelor’s degree in HR, Business, Finance, or related field
• 8+ years of progressive compensation experience
• 3+ years in a leadership role within a multi‑state or multi‑market organization.
• Experience implementing or managing job architecture frameworks and compensation modernization initiatives (a growing trend across LinkedIn postings)
• Experience in Workday Advanced Compensation
• Experience in base pay, variable incentive design, market pricing, and pay equity
• Experience with U.S. federal/state compensation laws and pay transparency requirements

Preferred/Desired Qualifications:

• Advanced analytics, modeling, and scenario planning capabilities
• Expertise in PowerBI
• Excellent communication skills, including ability to translate complex data into simple, actionable insights
• Comfort with ambiguity, transformation‑oriented thinking, and continuous improvement
• High emotional intelligence and strong influencing skills with senior stakeholders
• Experience in professional services or partnership‑based firm structures
• Exposure to executive compensation, deferred compensation, or LTIP programs
• Experience supporting M&A compensation integration work

EisnerAmper is proud to be a merit-based employer. We do not discriminate on the basis of veteran or disability status or any protected characteristics under federal, state, or local law.

About Our HR Team:

Comprised of five centers of excellence and a diverse team of backgrounds and experience, the EisnerAmper Human Resources department attracts top talent, creates impactful engagement opportunities, and promotes education and growth for employees across the firm. By bringing together unique HR specializations and a deep understanding of the accounting business, we can enable our colleagues to thrive personally and professionally.

Our award-winning culture is based on the tenets of respect, professionalism, and extreme hospitality. While people are at the heart of everything we do, don’t mistake us for your typical HR department. We’re constantly looking for ways to leverage advanced data and analytics, implement innovative technology, and roll out new processes that scale with the business.  

EisnerAmper HR employees act as strategic partners with the service lines with which they work to create and deliver real business solutions. Because when we have a genuine understanding of the unique teams and individuals we serve, we can make a tangible difference and deliver on our promise of being a great place to work. 

About EisnerAmper:

EisnerAmper is one of the largest accounting, tax, and business advisory firms, with approximately 450 partners and 4,500 employees across the world. We combine responsiveness with a long-range perspective; to help clients meet the pressing issues they face today and position them for success tomorrow.

Our clients represent enterprises of every form, ranging from sophisticated financial institutions to startups, global public firms to middle-market companies, governmental entities as well as high-net-worth individuals, family offices, nonprofit organizations and entrepreneurial ventures across a variety of industries. We are also engaged by the attorneys, financial professionals, bankers, investors, and key stakeholders who serve these clients.

Should you need any accommodations to complete this application please email: [email protected]

Preferred Location:

New York

For NYC and California, the expected salary range for this position is between

120000

and

200000

The range for the position in other geographies may vary based on market differences. The actual compensation will be determined based on experience and other factors permitted by law.