Follett

Position Overview

Follett Higher Education is a leading educational service provider and omnichannel retailer, providing students, faculty, staff, parents, and fans with the course materials, learning tools, and retail services needed to successfully support the collegiate journey. Follett Higher Education supports over 6 million students through its 1,100 physical and 1,750 eCommerce campus stores across North America.

The Compensation Manager will design, evaluate, and administer the organization's complex compensation programs for base pay, incentive pay, and equity programs that attract, retain, and motivate top talent. This role is responsible for leading strategies for all employee compensation programs from non-exempt to C-Suite, ensuring market competitiveness, maintaining internal equity, and partnering with HR and business leaders to support organizational objectives. The Compensation Manager also drives the adoption of compensation best practices and is SME for HR technology and streamlining efforts as they relate to compensation. The ideal candidate brings strong analytical skills, deep compensation expertise, and the ability to influence decision makers.

Responsibilities

• Compensation Strategy & Program Management:
  • Develop and manage the organization's global compensation philosophy, policies, and frameworks.
  • Lead the design, analysis, and implementation of compensation programs, including base pay, variable pay, and incentive structures, including (Long & Short-term Incentives, Equity, and Executive compensation programs)
  • Partner with HR leadership to develop compensation strategies that support business objectives and talent goals.
  • Evaluate and refine job architecture, pay structures, and salary bands to ensure internal equity and market competitiveness.
  • Oversee annual compensation cycles, including merit planning, market adjustments, bonuses, and promotional increases.
• Market Research & Data Analysis:
  • Lead market benchmarking processes using external surveys and industry data to maintain competitive compensation practices.
  • Conduct complex data modeling, trend analysis, and forecasting to support compensation recommendations.
  • Perform pay equity analyses and propose corrective actions.
• Business Partnership & Consultation:
  • Serve as the primary compensation advisor to HR Business Partners, Talent Acquisition, and senior leadership.
  • Provide guidance on job evaluations, offers, retention strategies, and organizational redesign.
  • Communicate compensation philosophies, program changes, and insights through clear, compelling storytelling and presentations.
• Systems, Tools & Process Improvement:
  • Maintain systems that support Compensation plans.
  • Lead optimization of compensation tools, HRIS integrations, and reporting dashboards.
  • Drive process improvements that enhance accuracy, efficiency, and employee experience.
  • Mentor and provide coaching to compensation analysts and HR partners.
• Governance, Compliance & Policy Development:
  • Ensure adherence to federal, state, and local compensation laws, including FLSA and pay transparency regulations.
  • Develop, update, and maintain compensation policies, guidelines, and governance frameworks.
  • Prepare compensation-related materials for internal audits and leadership reviews.
• Bachelor's degree in human resources, finance, business administration, economics, or related field.
• 7+ years of progressive compensation experience, including complex data analysis and program design.
• Strong expertise in market pricing, job evaluation methodologies, and compensation best practices.
• Ability to consider the legal and changing compensation landscape for non-exempt and exempt roles, including C-suite.
• Project Management skills and the ability to drive strategy while focusing on details.
• Advanced Excel skills (pivot tables, modeling, formulas) and familiarity with compensation or HRIS systems (ADP, Workday, SAP SuccessFactors, Oracle, etc.).
• Excellent communication skills with the ability to translate data into actionable insights.
• Certified Compensation Professional (CCP) or related certification preferred.
• Experience leading compensation cycles in a medium or large enterprise environment.
• Prior compensation experience in a retail organization is helpful.
• Background in managing both U.S. & Canadian compensation programs.