Description

Position Summary

The Manager, Compensation and Benefits is responsible for the design, execution, and continuous improvement of Clay Lacy Aviation’s compensation and benefits programs. This role ensures that programs are competitive, equitable, compliant, and aligned with the company’s business strategy and growth objectives.

 This position serves as a key partner to leadership, Finance, and external vendors, including benefits brokers and compensation data providers, to deliver a best-in-class employee experience. The role requires both strategic capability and operational excellence, with a strong emphasis on data integrity, analytics, and process execution within Workday and related systems.

Location: Van Nuys, CA

Compensation: $143,700.00 - $160,000.00

In addition to competitive compensation, this role is eligible for a comprehensive Clay Lacy Aviation benefits package designed to support overall employee well-being.

Duties and Responsibilities

Compensation Strategy and Administration

• Serve as the company’s compensation subject matter expert, advising senior leadership on pay decisions, market competitiveness, and alignment with Clay Lacy Aviation’s compensation philosophy.
• Lead the design, execution, and continuous improvement of the annual compensation cycle, including merit increases, promotions, and discretionary bonus programs, ensuring alignment with performance, internal equity, and budget parameters.
• Own and maintain the company’s job architecture, salary structures, and pay ranges, ensuring consistency, scalability, and alignment across all business units.
• Conduct and oversee ongoing market benchmarking and compensation analysis using CompAnalyst, NBAA surveys, and other relevant data sources, ensuring roles are accurately priced and remain competitive.
• Proactively evaluate and update benchmark data as roles evolve, organizational structures shift, and market conditions change.
• Develop and deliver compensation modeling, analytics, and reporting to support strategic workforce planning, budgeting, and executive decision-making.
• Partner closely with Finance to ensure compensation programs are aligned with financial goals, forecasts, and long-term sustainability.
• Ensure internal equity and pay consistency, identifying and addressing gaps through data-driven analysis and recommendations.
• Provide guidance and education to leaders and managers on compensation practices, pay decisions, and communication strategies.
• Support executive and leadership compensation analysis, including scenario modeling and confidential reporting as needed

 
Benefits Strategy and Administration

• Serve as the company’s subject matter expert and primary point of contact for all benefits-related matters, providing guidance and resolving complex employee and leadership inquiries with a high level of responsiveness and accuracy.
• Own the strategic relationship with the company’s benefits broker, driving plan design, renewal strategy, cost management, and continuous program optimization.
• Lead the end-to-end Open Enrollment process, including strategy, system configuration (Workday), vendor coordination, employee communications, and education to ensure a seamless and high-quality employee experience.
• Oversee the full lifecycle of all benefits programs, including medical, dental, vision, life, disability, and voluntary benefits, ensuring competitiveness and alignment with company objectives.
• Maintain full accountability for all benefits billing, including auditing, reconciliation, vendor invoice validation, and ensuring accuracy and timeliness of payments in partnership with Finance.
• Ensure accuracy of eligibility, enrollments, and payroll deductions through strong partnership with Payroll and proactive system audits.
• Monitor market trends, regulatory changes, and emerging best practices to proactively recommend enhancements and maintain a competitive total rewards offering.
• Ensure compliance with all applicable federal, state, and local regulations, including ACA requirements, nondiscrimination testing, and annual filings (e.g., 5500s).
• Drive continuous improvement in benefits administration processes, leveraging technology and vendor partnerships to enhance efficiency, accuracy, and employee experience

 
Employee Experience and Wellness

• Design and execute the annual company Health Fair, including vendor coordination, logistics, and employee engagement strategy.
• Oversee and enhance company-wide wellness programs, aligning initiatives with employee needs and organizational priorities.
• Partner with the Experience team to integrate benefits and wellness offerings into broader employee engagement and culture strategies.

Systems, Data and Compliance

• Ensure integrity of compensation and benefits data within Workday, including audits, reporting, and troubleshooting
• Partner with internal stakeholders and external consultants to improve system efficiencies and reporting capabilities
• Develop dashboards and reporting to track compensation trends, benefits utilization, and program effectiveness
• Ensure compliance with all federal, state, and local regulations related to compensation and benefits, including California-specific requirements
• Support audits, filings, and regulatory reporting requirements

Cross-Functional Partnership

• Collaborate closely with Finance on budgeting, forecasting, and benefits cost management
• Partner with People Operations Generalists and HRBPs to support employee inquiries, escalations, and education
• Support communication strategies that clearly articulate total rewards and reinforce the company’s employee value proposition

Competencies and Skills

• Create strong customer relations and deliver customer-centric solutions.
• Take on new opportunities and challenges with a sense of urgency and enthusiasm.
• Work collaboratively with others to meet shared objectives.
• Communicate a clear understanding of the needs of varied audiences and modes.
• Gain the trust and confidence of others through honesty, integrity, and authenticity.
• Make good and timely decisions that keep the organization moving forward.
• Hold self and others accountable to commitments.
• Be results-driven, consistently achieving objectives.
• Be interpersonally savvy, relating openly and comfortably to all people.
• Build teams that apply their diverse perspectives to achieve common goals.
• Use feedback and reflection to gain self-awareness of strengths and weaknesses.
• Strategic thinker with strong execution capability
• High attention to detail and data accuracy
• Strong business acumen and financial understanding
• Ability to influence and partner with senior leaders
• Excellent communication and presentation skills
• Strong project management and organizational skills
• Continuous improvement mindset with a focus on scalability and efficiency

Supervisory Responsibilities

The position requires the supervision of various employees including but not limited to individual contributors.

 
Essential Job Functions

• Ability to operate designated technology devices and programs.
• Ability to work in the designated office and its environment as well as indoor and outdoor environments within airports including airside facilities, landside facilities, and terminal buildings.
• Must be able to communicate verbally and in writing with internal and external stakeholders in a variety of small and large group settings.
• If needed, must have a reasonable space to work from home/remotely with appropriate office set up.
• Ability to work extended hours and in a flex schedule to meet the demands of the position.
• Able to comply with any and all safety requirements necessary to perform the job safely.
• Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state and local standards.
   
  

Travel Expectations (when applicable)

Travel can be as high as 10% of work time. Current travel documentation may be required. 

Requirements

Required Education and Experience 

• Bachelor’s degree in Human Resources, Business Administration, or related field
• 5–8+ years of progressive experience in compensation and benefits
• Equivalent combination of education and experience is considered.
• Strong experience managing compensation cycles and benchmarking programs
• Demonstrated experience working with benefits brokers and administering open enrollment
• Advanced proficiency in compensation tools such as CompAnalyst or similar platforms
• Strong analytical and data interpretation skills
• Experience working in HRIS systems (Workday strongly preferred)
• Deep understanding of compensation principles, pay equity, and market pricing
• Knowledge of benefits regulations and compliance requirements
   

Preferred Qualifications

• CCP, CBP, PHR, SPHR, or SHRM-CP/SCP certification
• Experience in aviation, transportation, or multi-entity operational environments
• Experience supporting a distributed or hourly workforce population

Benefits and Culture

Clay Lacy Aviation offers a comprehensive benefits package designed to support our employees’ health, well-being, and peace of mind. Benefits include medical, dental, and vision coverage; a 401(k) retirement plan; paid time off and paid holidays; loss of license insurance; pet insurance options; and additional wellness resources.

 Our culture is service-driven and collaborative, grounded in excellence, care, accountability, and trust, while supporting our teams in a fast-paced, high-responsibility environment. We foster teamwork, promote responsibility, and create an environment where employees can perform at their best while delivering consistently high standards of service.

Disclaimer Statement 

Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. This job description may not cover or contain a comprehensive listing of all assigned activities, duties, or responsibilities, and may be amended at any time. Employees may be required to perform other job-related assignments as requested.
 

Americans with Disabilities Act (ADA) Statement

In compliance with the Americans with Disabilities Act (ADA), Clay Lacy Aviation provides reasonable accommodation when requested by qualified individuals with disabilities unless such accommodation would cause an undue hardship. We encourage both prospective and current employees to discuss potential accommodations with a representative of the Office of Human Resources.

 
Equal Employment Opportunity (EEO) Statements 

Clay Lacy Aviation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.