Compensation Manager

The NEFCO Corporation

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East Hartford, CT

Job Description

As posted by the hiring company

Job Overview:


NEFCO, established in 1981, is a family owned and operated construction supply company providing a broad range of products and services to a large variety of professional contractors. With 20 locations and continuing to grow, NEFCO provides localized, contractor-centric services including extensive industry expertise, large local inventories, fast dependable jobsite delivery, turnkey engineering services, and specialty fabrication and assembly of construction materials. NEFCO is not only a family business, but also a company where our employees can be part of a unique organization that feels like family.

NEFCO is seeking an experienced Compensation Manager to manage our full range of compensation programs. You will design pay structures and incentive plans that allow the company to make effective compensation decisions that reward employee contributions and support career growth. As you build strong partnerships with leaders, hiring managers, and the recruiting department, you will craft compensation packages that help NEFCO recruit and retain top talent in competitive markets. If you are looking for a place where you can flex your expertise and analytical skills while showcasing your consultative and collaborative work style, we invite you to consider joining our dedicated Human Resources team focused on creating a best-in-class experience for all employees.



  • Develops, implements, and administers the company compensation programs, policies and procedures.
  • Executes annual reviews of pay structures.
  • Monitors the effectiveness of existing compensation practices; recommends and implements changes consistent with company objectives and market conditions.
  • Participates in annual salary surveys; research survey data and provides accurate benchmarking.
  • Conducts timely evaluations of employee salary data and competitive market pay to identify trends, inconsistencies, or outliers, etc.
  • Provides strategic input to leaders and managers regarding pay decisions, policy, and guideline interpretations.
  • Participates in the development and maintenance of consistent job position descriptions and job position titles.
  • Aides in the evaluation of target acquisitions and creates glidepaths for compensation integration
  • Leads the review of all sales incentive programs; builds compensation modeling for those programs and facilitates informational sessions for managers, talent acquisition consultants, HR business partners, and employees.
  • Produces ad hoc, weekly, and monthly standard compensation reports to the broader HR team and executive leadership team.
  • Conducts data audits and support data integrity processes to ensure data accuracy and integrity in HR information systems.
  • Ensures compliance with federal, state, and local compensation laws and regulations; specifically adhering to FLSA standards
  • Participate in ad hoc projects and analyses as needed.



  • Bachelor's degree in Business, Finance or Human Resources.
  • 5-10 years of Human Resources experience, 1-3 years within a compensation-specific role.
  • Progressive compensation and/or total rewards experience, inclusive of expertise in sales incentive plans, job evaluation and market analysis, base and incentive pay, and compensation program administration.
  • Sales and/or Distribution industry experience preferred
  • Certified Compensation Professional (CCP) certification or completion of compensation certificate program preferred.


  • Subject matter expertise in market benchmarking, job leveling, defining pay ranges, commission plans, and variable pay programs.
  • Knowledge of human resources practices, laws, and regulations, specifically the Fair Labor Standards Act.
  • Strong analytical skills and ability to interpret and communicate data.
  • Excellent written and verbal communication skills, including the meeting facilitation and presentation skills 
  • Capability to lead without authority to build strong, consultative partnerships across the business; influence decisions about budgets and rewards; educate leaders and managers on compensation trends and processes.
  • Strong Microsoft Excel skills in order to develop and maintain spreadsheets and perform data analysis.
  • Familiarity with Paylocity is preferred.
  • Must be discreet and maintain the highest confidentiality with extremely sensitive data.