We’re Hiring | Compensation & Benefits Manager
📍 Location: Jordan
We are seeking a highly experienced and strategic Compensation & Benefits Manager to manage and optimize compensation, benefits, job evaluation, salary structures, and rewards governance across the organization.
The ideal candidate will bring strong expertise in complex, multi-site business environments, preferably within the manufacturing, contracting, construction, or industrial sectors, with a solid understanding of compensation practices and labor market dynamics in Jordan and Saudi Arabia. Experience across other GCC markets will also be considered.
This role requires a commercially minded C&B professional who can translate business strategy into competitive, cost-effective, equitable, and data-driven reward practices while ensuring internal equity, external competitiveness, and strong governance.
Key Responsibilities
1. Compensation Strategy & Salary Structures
- Develop, implement, and continuously enhance compensation strategies aligned with business objectives, organizational growth, and market competitiveness.
- Design, review, and maintain salary structures, pay grades, salary ranges, job families, and compensation frameworks across different functions, levels, and business units.
- Conduct comprehensive salary benchmarking and market pricing exercises using reliable market data across Jordan, Saudi Arabia, and relevant GCC markets.
- Establish robust compensation guidelines, salary positioning principles, and approval matrices to ensure consistency, fairness, and cost control.
- Provide strategic recommendations on salary adjustments, promotions, annual increments, and compensation decisions.
2. Job Evaluation & Organizational Grading
- Lead job evaluation, job sizing, job classification, and internal job grading exercises to ensure consistency and internal equity.
- Establish and maintain a structured job architecture, including job families, career levels, grades, and reporting hierarchies.
- Review job descriptions and evaluate positions based on responsibilities, complexity, business impact, and required competencies.
- Partner with HR and business leaders on organizational design, manpower planning, restructuring, and position evaluation.
3. Benefits & Total Rewards Management
- Design, review, and optimize employee benefits programs, allowances, incentives, and total rewards packages.
- Develop and maintain clear policies governing housing, transportation, travel, medical insurance, annual leave benefits, and other applicable entitlements.
- Review and benchmark employee benefits against market practices to maintain competitiveness and cost efficiency.
- Develop incentive schemes, variable pay structures, and performance-linked rewards aligned with organizational and individual performance.
- Evaluate the financial impact and effectiveness of compensation and benefits programs and recommend improvements.
4. Payroll Governance & Compensation Analytics
- Oversee compensation-related payroll inputs, salary changes, allowances, deductions, and employee entitlements in coordination with Payroll and HR Operations.
- Establish strong controls to ensure data accuracy, confidentiality, policy compliance, and timely implementation of approved compensation changes.
- Analyze payroll costs, compensation ratios, salary distribution, benefits expenditure, and workforce cost trends.
- Develop dashboards and management reports covering compensation costs, salary benchmarking, pay equity, budget variances, and reward effectiveness.
- Support annual budgeting and workforce cost forecasting through detailed compensation and benefits analysis.
5. Policies, Compliance & Governance
- Develop, review, and standardize compensation and benefits policies, procedures, and guidelines.
- Ensure compensation practices comply with applicable labor legislation, statutory requirements, and company policies in the relevant jurisdictions.
- Maintain appropriate controls over salary approvals, employee movements, exceptions, and changes to compensation packages.
- Identify compensation-related risks and recommend corrective actions to strengthen governance and operational efficiency.
6. Stakeholder Management & Leadership
- Act as a trusted compensation advisor to HR leadership, Finance, and business heads on salary decisions, organizational changes, and reward strategy.
- Lead and develop the Compensation & Benefits team, establishing clear priorities, performance expectations, and professional standards.
- Collaborate with Talent Acquisition on salary offers, market positioning, salary negotiations, and offer governance.
- Work closely with Finance and HR Operations to align compensation budgets, payroll accuracy, and workforce cost management.
- Present data-driven recommendations and compensation insights to senior management to support informed business decisions.
Qualifications & Experience
- Bachelor’s degree in Human Resources Management, Business Administration, Finance, Accounting, or a related discipline.
- Minimum 8–10 years of progressive experience in Compensation & Benefits, with substantial hands-on experience in salary structures, job evaluation, benefits management, and compensation analytics.
- Proven experience in a manufacturing, contracting, construction, or industrial environment is strongly preferred.
- Strong knowledge of compensation practices and market dynamics in Saudi Arabia and Jordan; broader GCC experience is an advantage.
- Demonstrated experience in designing and implementing salary structures, grading frameworks, job evaluation methodologies, and compensation policies.
- Strong exposure to payroll governance, manpower budgeting, workforce cost analysis, and annual salary review cycles.
- Advanced proficiency in Microsoft Excel and HRIS/ERP systems, with the ability to develop meaningful compensation dashboards and analytical reports.
- Strong understanding of applicable labor legislation and compensation-related statutory requirements across relevant markets.
- Excellent analytical, communication, stakeholder management, and decision-making skills.
- High standards of confidentiality, integrity, accuracy, and professional judgment.
Preferred Professional Certifications
- Relevant certifications in Compensation & Benefits, Job Evaluation, or Total Rewards.
- Advanced HR or rewards-related professional qualifications are an advantage.
What We’re Looking For
A commercially aware, detail-oriented, and strategic C&B leader who combines technical compensation expertise with strong business judgment, can challenge existing practices constructively, and can build scalable, market-aligned reward frameworks across complex operational environments.
