Manager, Compensation Administration

At Michigan Medicine, compensation is more than pay programs. It is how we attract, retain, and recognize the people who make life-saving work possible.

We are seeking a Manager, Compensation Administration to lead the strategy, design, and delivery of compensation programs across one of the nation’s leading academic medical centers. This is a highly visible leadership role with the opportunity to shape how compensation supports workforce strategy in a large, complex organization.

As the Manager, Compensation Administration, you will set the direction for compensation programs that are competitive, equitable, and aligned to organizational goals. You will lead a team responsible for delivering data-driven insights, modernizing compensation processes, and ensuring programs are scalable and effective.

You will partner directly with HR leadership and business leaders to influence decisions, advise on compensation strategy, and ensure programs support Michigan Medicine’s mission to advance health to serve Michigan and the world.

This role is built for someone who combines strategic thinking, operational excellence, and strong leadership presence, and who is energized by building programs that have meaningful impact.

Reports to the Senior Director, Compensation, HRIS & Payroll.

Set the Strategy

• Define and lead the vision for compensation programs across the organization
• Ensure compensation strategies are competitive, equitable, and aligned to business priorities
• Drive the evolution of compensation structures, job architecture, and market pricing approaches

Elevate Compensation to a Strategic Function

• Use data and market insights to inform compensation decisions and recommendations
• Partner with leaders to align compensation strategy with workforce planning and talent goals
• Serve as a trusted advisor to HR and business leaders on complex compensation matters

Modernize Compensation Programs & Operations

• Oversee compensation structures, surveys, market pricing, and reporting
• Identify and implement opportunities to improve processes, tools, and automation
• Ensure programs are scalable, efficient, and aligned to best practices

Lead with Impact

• Build and develop a high-performing team of compensation analysts and consultants
• Foster a culture of accountability, continuous improvement, and strong service delivery
• Set clear expectations and support team growth through coaching and development

Influence Across the Enterprise

• Partner across HR, leadership, and business functions to align priorities
• Communicate complex compensation concepts in a clear and actionable way
• Support enterprise-wide initiatives requiring compensation expertise

Drive Execution, Compliance & Governance

• Ensure compensation programs comply with all federal, state, and local regulations
• Maintain strong governance and oversight of compensation policies and practices
• Use metrics and KPIs to evaluate effectiveness and drive continuous improvement

EDUCATION

• Bachelor's degree in Economics, Mathematics, Psychology, Statistics, Business Administration, Finance, Human Resources, or a related field, or an equivalent combination of education and experience.
• Preferred: Master's degree or WorldatWork certification.

EXPERIENCE

• 8+ years of progressive compensation and/or HR experience
• 5+ years of leadership experience, including managing and developing teams
• Experience across core compensation areas including job architecture, salary structures, and incentive programs
• Experience advising leaders and developing compensation strategies in complex organizations
• Experience using data and market insights to inform decisions
• Preferred: Experience in healthcare, higher education, or large matrixed environments

WHY THIS ROLE STANDS OUT

• Opportunity to shape compensation strategy at a leading academic medical center
• Direct partnership with HR and organizational leadership
• High-impact role influencing workforce strategy and talent outcomes
• Leadership opportunity with visibility across a large, complex organization
• Ability to modernize and elevate compensation programs at scale