The Senior Compensation Manager serves as a highly skilled and forward-thinking subject matter expert, directing and innovating compensation programs and acts as a liaison to communicate benefits programs designed to attract, retain and engage exceptional talent. In this high-impact role, you will ensure our workforce programs are competitive and aligned to our specialized talent community. You will collaborate closely with Lab leadership to develop strategic impactful solutions.

A U.S. Department of Energy National Laboratory managed by Princeton University, the Princeton Plasma Physics Laboratory (PPPL) is tackling the world’s toughest science and technology challenges using plasma, the fourth state of matter. With more than 70 years of history, PPPL is a leader in the science and engineering behind the development of fusion energy, a potentially limitless energy source. PPPL is also using its expertise to advance research in the areas of microelectronics, quantum sensors and devices, and sustainability sciences. Whether it be through science, engineering, technology or professional services, every team member has an opportunity to contribute to our mission and vision. Come join us!

Compensation Strategy & Operations

• Lead the design and administration of compensation structures, salary bands, incentive programs, and job architecture in alignment with DOE guidelines and market trends.
• Conduct market analyses, benchmarking, and internal equity assessments to inform pay practices and program updates.
• Partner with HR Business Partners and Senior Leadership on compensation planning, job evaluations, promotions, and retention strategies.
• Oversee the annual compensation planning process, including merit increases, variable pay programs, and performance-based compensation.
• Prepare data for external surveys; provide detailed analysis on competitive position, trends and recommend program adjustments/updates.
• Conduct job evaluations, including finalizing job descriptions and analyzing roles to assign the appropriate grade, level, title and FLSA exemption status.
• Prepare various compensation related reports for DOE including the Compensation Increase Plan, Key Personnel, highly compensated, and the salary wage expenditure report.

Benefits Liaison

• Develop employee communication strategies to share and improve utilization of health, wellness, retirement, and ancillary benefit programs as provided through Princeton University.
• Develop strategies to evaluate employee needs and identify recommendations for health & wellness initiatives.
• Collaborating with internal and external partners to provide programs such as mental health support, financial planning resources, ergonomic assessments, and work-life balance initiatives.
• Serve as a liaison with DOE and Princeton University.

Innovation, Systems & Process Improvement

• Identify and drive process and system improvements as applicable to streamline compensation and benefits operations and enhance the employee experience.
• Implement University Technology Solutions (e.g., compensation planning tools, benefit platforms) to support scalable and data-driven decision-making.
• Develop dashboards, metrics, and reporting tools to inform leadership and track program impact.

Strategic Planning & Partnership

• Advise senior leadership on compensation and benefits trends, risks, and opportunities to ensure a competitive total rewards strategy.
• Represent the lab in DOE-wide compensation and benefit discussions and working groups.
• Lead or contribute to cross-functional HR initiatives, including talent strategy, workforce planning, and employee engagement efforts.

Education and Experience:

• Bachelors degree in Human Resources, Business Administration, Finance, or a related field; Master’s degree or HR certification (e.g., CCP, CEBS, SHRM-SCP) preferred.
• 7-10 years of compensation work experience.
  
  

Knowledge, Skills and Abilities:

• Technical expertise and solid knowledge of compensation concepts, practices and procedures.
• Strong knowledge of federal compensation regulations (FLSA, ERISA, ACA, etc.).
• Demonstrated success in leading strategic compensation/benefits initiatives with measurable impact.
• Excellent communication, analytical, and project management skills.
• Ability to translate complex data into actionable insights for executive leadership.
• PeopleSoft experience and CCP designation is a plus.
• Experience working in a National Lab setting also desired.

Physical Requirements:

• Possess the ability to lift 25 pounds.

Working Conditions:

• On-site presence is essential to foster strong professional relationships with PPPL and Princeton University stakeholders. We’re open to flexible arrangements, allowing for occasional remote work one day a week after trust has been established and an probationary period has been met.
• We are not supporting visa or relocation for this position.

Princeton University is an Equal Opportunity and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.

The University considers factors such as (but not limited to) scope and responsibilities of the position, candidate's qualifications, work experience, education/training, key skills, market, collective bargaining agreements as applicable, and organizational considerations when extending an offer. The posted salary range represents the University's good faith and reasonable estimate for a full-time position; salaries for part-time positions are pro-rated accordingly.

If the salary range on the posted position shows an hourly rate, this is the baseline; the actual hourly rate may be higher, depending on the position and factors listed above.

The University also offers a comprehensive benefit program to eligible employees. Please see this link for more information.

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from participation in certain foreign government talent recruitment programs. All PPPL employees are required to disclose any participation in a foreign government talent recruitment program and may be required to withdraw from such programs to remain employed under the DOE Contract.