Compensation Manager

We expect all Scout employees to have integrity, curiosity, resourcefulness, and strive to exhibit a positive attitude, as well as a growth mindset. You’ll be comfortable with change and flexible in a fast-paced, high-growth environment. You’ll take a collaborative approach to achieve ambitious goals. Here's what else you'll bring:

Bachelor’s degree in Human resources, Finance, Business, or related field.

8+ years of progressive experience in compensation analysis and program management.

Strong analytical and quantitative skills with ability to interpret complex data and develop strategic insights.

Demonstrated ability to influence senior leaders and collaborate across multiple functions.

Deep knowledge of federal/state wage and hour regulations and compensation compliance standards.

This is a full-time, exempt position eligible to receive a base salary and to participate in an annual performance bonus program. Final salary offered will be determined based on factors including but not limited to the candidate's skills and experience. The annual performance bonus program is preset and not candidate dependent.

Initial base salary range = $120,000.00 - $145,000.00

Internal leveling code: IC8

Notice to applicants:

To be considered for career opportunities at Scout Motors, applicants must be 18 years of age or older.

Residing in

Become part of an iconic brand that is set to revolutionize the electric pick-up truck & rugged SUV marketplace by achieving the following:

Lead the design, implementation, and continuous evolution of compensation strategies aligned with business objectives and market dynamics.

Partner with HR, Finance, and business leaders to advise on salary decisions, job leveling, and promotions.

Drive the development and execution of Career Ladder frameworks to support internal mobility, employee development, and engagement.

Oversee job architecture including job evaluation, leveling, and grade assignments.

Manage the annual compensation planning cycle including merit, promotion, and adjustment recommendations; Provide guidance to leaders on budget allocation and pay-for-performance alignment.