Manager, Compensation

Intro

Are you ready to explore a world of possibilities, both at work and during your time off? Join our American Airlines family, and youll travel the world, grow your expertise and become the best version of you. As you embark on a new journey, youll tackle challenges with flexibility and grace, learning new skills and advancing your career while having the time of your life. Feel free to enrich both your personal and work life and hop on board!

Why you'll love this job

The Manager, Compensation is part of the Global Compensation, Mobility, and People Support team within the People Division. This leader reports to the Director, Compensation. The role partners closely with HR and business leaders to support compensation decisions and ensure alignment with pay philosophy, governance, and market competitiveness.

What you'll do

This list is intended to reflect the current job but there may be additional essential functions (and certainly non-essential job functions) that are not referenced. Management will modify the job or require other tasks be performed whenever it is deemed appropriate to do so, observing, of course, any legal obligations including any collective bargaining obligations.

• Manage daily operations of broadbased compensation programs, including job leveling, salary structures, annual merit processes, compensation policies, budgeting inputs, salary survey participation, and market research.

• Build collaborative, consultative relationships with business leaders and HR partners to support business needs while ensuring equitable, consistent, and competitive compensation practices.

• Partner closely with the broader People organizationincluding Talent Acquisition, People Business Partners, Compliance, and HRISto support compensation decisions, resolve issues, and maintain alignment with policies and governance.

• Conduct and review comprehensive compensation analyses to evaluate pay issues, recommend solutions, and ensure market competitiveness using internal and external benchmarking data.

• Provide guidance and recommendations on offers, promotions, job leveling, pay grade assignments, range placements, and retention actions while ensuring decisions align with compensation philosophy and governance.

• Support the development, administration, and communication of compensation programs, policies, and job architecture updates in partnership with crossfunctional Compensation teams.

• Represent the Compensation team in crossfunctional discussions; provide backup coverage for peers as needed and escalate complex items to the Director when appropriate.

• Collaborate closely with other Compensation team members to share insights, ensure consistency in recommendations, and drive continuous improvement in compensation processes and tools.

• Additional responsibilities as assigned.

All you'll need for success

Minimum Qualifications Education & Prior Job Experience

• Bachelors degree in Business Administration, Human Resources or other related field or equivalent related experience

• 5 years work experience in a compensation/analytical role

• 3 years experience with complex project management

Preferred Qualifications Education & Prior Job Experience

• 5+ years of progressive compensation experience

• Experience supporting large, complex, or multifunctional business groups

• Experience designing and administering incentive plans

• Experience working in aviation, transportation, or similarly large operational environments

Skills, Licenses, and Certifications

• Ability to manage competing projects and priorities and identifying ways to efficiently complete projects and analyses accurately and on-time

• Ability to build relationships and provide advice/internal consultation to corporate leaders and team members

• Experience managing or leading others (directly or indirectly)

• Strong analytical skills with proficiency in Excel and compensation tools

• Experience conducting market pricing and managing annual compensation processes

• Ability to communicate highly sensitive information effectively to employees and management at all levels of the company

• Expert knowledge in compensation structures, job grading, job slotting, HR policy and reporting requirements

• Attention to detail and strong analytical skills

• CCP (Certified Compensation Professional) or progress toward certification

What you'll get

Feel free to take advantage of all that American Airlines has to offer:

• Travel Perks: Ready to explore the world? You, your family and your friends can reach 365 destinations on more than 6,800 daily flights across our global network.

• Health Benefits: On day one, youll have access to your health, dental, prescription and vision benefits to help you stay well. And thats just the start, we also offer virtual doctor visits, flexible spending accounts and more.

• Wellness Programs: We want you to be the best version of yourself thats why our wellness programs provide you with all the right tools, resources and support you need.

• 401(k) Program: Available upon hire and, depending on the workgroup, employer contributions to your 401(k) program are available after one year.

• Additional Benefits: Other great benefits include our Employee Assistance Program, pet insurance and discounts on hotels, cars, cruises and more.

Feel free to be yourself at American

From the team members we hire to the customers we serve, inclusion and diversity are the foundation of the dynamic workforce at American Airlines. Our 20+ Employee Business Resource Groups are focused on connecting our team members to our customers, suppliers, communities and shareholders, helping team members reach their full potential and creating an inclusive work environment to meet and exceed the needs of our diverse world.

Are you ready to feel a tremendous sense of pride and satisfaction as you do your part to keep the largest airline in the world running smoothly as we care for people on lifes journey? Feel free to be yourself at American.

EQUAL EMPLOYMENT OPPORTUNITY/ AFFIRMATIVE ACTION POLICY

American Airlines maintains a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity and access for all persons, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a disabled veteran or other protected veteran, in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, the following employment decisions and practices: hiring; upgrading; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising.