Job Overview:
The Compensation Manager will play a key role supporting the company's executive compensation programs while also partnering on enterprise-wide compensation initiatives. This role serves as a strategic partner to HR Business Partners, providing expert guidance on pay decisions, market competitiveness, and program design. In addition to core compensation responsibilities, this role will lead and support key projects and contribute to executive compensation, annual bonus, and long-term incentive (LTIP) processes, ensuring programs are competitive, compliant, and aligned with shareholder and company objectives.
Key Responsibilities
- Executive Compensation & Governance Support
- Contribute to the design, administration, and analysis of executive compensation programs, including executive base salary, annual incentive (STIP), and long-term incentive (LTIP) plans.
- Prepare analyses and presentation materials for Compensation Committee meetings and executive compensation decisions in partnership with senior team members.
- Partner with Legal, Finance, and external compensation consultants to support executive compensation governance and compliance.
- Contribute to annual proxy statement (CD&A) preparation and executive compensation disclosures.
- Support executive market benchmarking, peer group analyses, and executive pay competitiveness reviews to inform compensation decisions.
- Coordinate equity grant administration, vesting events, and long-term incentive plan (LTIP) processes.
- Perform analyses related to executive employment agreements, severance arrangements, and executive compensation modeling.
- Compensation Program Design & Administration
- Conduct market pricing, benchmarking, and internal equity analysis to ensure competitive and equitable pay practices.
- Develop financial models and cost analyses to evaluate compensation program effectiveness and support decision-making.
- Partner with HRBPs and business leaders to provide consultative guidance on offers, promotions, retention actions, and organizational changes.
- Monitor market trends and emerging practices to continuously evolve compensation programs.
- Annual Compensation Processes (Merit, Bonus, LTIP)
- Support execution of annual compensation cycles, including merit, bonus, and long-term incentives.
- Develop tools, guidance, and communications to support HR and leader decision-making during compensation cycles.
- Ensure data integrity, audit readiness, and alignment across systems (e.g., Workday, comp planning tools).
- Conduct post-cycle analysis to assess outcomes and identify areas for improvement.
- Special Projects & Strategic Initiatives
- Lead or support special compensation projects, including program redesign, harmonization efforts, and transformation initiatives.
- Contribute to enterprise-wide initiatives such as M&A integration, job architecture, or global program alignment.
- Drive continuous improvement in compensation processes, tools, and governance practices.
- Partner across HR COEs (Total Rewards, Talent, HRT) on cross-functional initiatives.
- Stakeholder Partnership & Communication
- Act as a trusted advisor to HR Business Partners, translating complex compensation concepts into clear, actionable insights.
- Develop and deliver education and communication materials on compensation philosophy, programs, and policies.
Total Rewards:
- Salary Range: $96,800 - $154,000
- Actual placement within the compensation range may vary depending on experience, skills, and other factors
- Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement
- Annual bonus based on performance and eligibility
Requirements:
Education
- Bachelor's degree in Human Resources or other related field OR equivalent experience with demonstrated track record of success
- Advanced degree or Certified Compensation Professional (CCP) designation preferred
Experience
- 6+ years of experience in compensation, total rewards, finance, or related field
- Experience designing and administering broad-based compensation programs in a complex organization
- Prior experience in executive compensation programs, bonus (STIP), and/or equity/LTIP administration
- Experience supporting annual compensation cycles (merit, bonus, equity)
- Experience leading compensation program development and implementation projects
- Experience enhancing and implementing compensation systems and reporting tools
Knowledge
- Strong understanding of compensation fundamentals, including market pricing, benchmarking, and pay equity
- Working knowledge of executive compensation design and principles, incentive plan design (short-term and long-term) and compensation governance principles
- Familiarity with financial modeling and cost impact analysis
- Understanding of regulatory and compliance considerations related to compensation programs (preferred)
Skills
- Strong quantitative and problem-solving skills with the ability to translate data into actionable insights
- Ability to influence and advise leaders with credibility and confidence
- Proven ability to manage multiple priorities and deliver complex projects in a fast-paced environment
- Strong written and verbal communication skills, with the ability to simplify complex topics
- Ability to work cross-functionally and build strong relationships across stakeholders
Successful candidates will also demonstrate these additional qualifications:
- Excellent interpersonal and communication skills, and a solutions-oriented mindset
- Strong initiative, self-managed, and ability to prioritize and multi-task
- Exceptional project management skills while effectively balancing competing priorities and driving key projects from concept to implementation
- Proactive problem solver, driven to tackle new and interesting issues and build innovative solutions that push the status quo
Company Overview:
Keurig Dr Pepper (Nasdaq: KDP) is a leading beverage company with more than 150 owned, licensed and partner brands that meet a wide range of needs and occasions. Our North American refreshment beverage business holds leadership positions across carbonated soft drinks, water, juice and mixers with a portfolio of iconic brands such as Dr Pepper®, Canada Dry®, Mott’s®, A&W®, Peñafiel®, GHOST®, 7UP®, Snapple®, Clamato® and Core Hydration®. Our global coffee business spans more than 100 markets and includes the leading Keurig® single‑serve brewing system in the U.S. and Canada, along with powerhouse brands such as Peet’s, L’OR and Jacobs, and other regional coffee leaders. Our more than 50,000 employees aim to enhance the experience of every beverage and coffee occasion while making a positive impact for people, communities and the planet.
We strive to be an employer of choice, providing a culture and opportunities that empower our team to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.
Whatever your area of expertise, at KDP you can be a part of a team that’s proud of its brands, partnerships, innovation and growth. Will you join us?
Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.
A.I. Disclosure:
KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles. AI does not make hiring decisions; all decisions throughout the hiring process are made by talent acquisition team members. If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to [email protected] in lieu of clicking . In order for your application to be considered and opted out of AI, you must include the words "AI Opt-Out" and either job title and location or Job ID # in the email subject line in your email application.
