Compensation Manager

There’s a Place for You at Crawford Electric Supply.

A career at Crawford Electric Supply is more than a job. You’re investing in a brighter, more sustainable future together and joining a team that makes a real difference for our customers. Crawford Electric Supply offers electrical products and services to contractors. If it helps bring electricity to an office, home, factory or other building – you can find it here. We operate throughout the southeast region of the United States, and are part of the Sonepar group, the world’s #1 electrical distributor with over 45,000 associates around the globe.

Being “Powered by Difference” means we respect and value diverse perspectives. Crawford Electric Supply we offer a supportive culture and great benefits, and as part of the larger Sonepar group, we can offer exciting opportunities to grow your career. 

It’s time to energize your future!  Don’t miss out on this electrifying opportunity – apply today! Stay connected with us – follow our journey, job openings, and latest news on LinkedIn and Facebook.

The Compensation Manager is responsible for the design, administration, analysis, and governance of the organization's compensation programs. This individual contributor role serves as the subject matter expert for all compensation-related matters, ensuring the company maintains competitive, equitable, and compliant pay practices that support business objectives and talent strategies.

The Compensation Manager partners closely with Human Resources, Finance, and business leaders to provide market intelligence, compensation analytics, salary structure management, job evaluations, incentive plan administration, and strategic compensation recommendations. Reporting directly to the Vice President of Human Resources, with a dotted-line relationship to the Vice President of Finance, this role plays a critical part in balancing talent attraction and retention objectives with financial stewardship.

Essential Duties

Compensation Strategy & Program Management

• Develop, maintain, and administer company-wide compensation programs, policies, and guidelines.


• Conduct market pricing analyses and benchmarking studies to ensure competitive pay positioning.


• Evaluate compensation trends and recommend program changes aligned with business objectives and market conditions.


• Support the design and administration of base pay, short-term incentive, bonus, and commission programs.


• Develop and maintain salary structures, pay grades, and job architecture frameworks.

Job Evaluation & Market Analysis

• Lead job evaluations and compensation reviews for new and existing positions.


• Partner with HR and business leaders to assess internal equity and external competitiveness.


• Ensure appropriate job classifications, salary grades, and compensation recommendations.


• Conduct regular market analyses and compensation surveys to support compensation decisions.

Analytics & Reporting

• Analyze compensation data and workforce trends to identify risks, opportunities, and recommendations.


• Develop dashboards, reports, and executive summaries for HR and Finance leadership.


• Monitor internal pay equity and compensation effectiveness metrics.


• Support budgeting, workforce planning, and organizational design initiatives with compensation-related analytics.

Compliance & Governance

• Ensure compliance with federal, state, and local wage and hour regulations.


• Monitor compensation practices for consistency, fairness, and legal compliance.


• Support audits, reporting requirements, and regulatory submissions as needed.


• Maintain compensation policies, documentation, and process controls.

Business Partnership

• Serve as the primary compensation advisor to HR leadership, Finance, and operational leaders.


• Provide guidance on compensation-related issues, including promotions, transfers, market adjustments, and organizational changes.


• Partner with Talent Acquisition to develop competitive offer strategies and hiring recommendations.


• Support acquisition integration activities and organizational restructuring efforts as required.

Key Success Measures

• Market competitiveness of compensation programs.


• Internal pay equity and compliance.


• Accuracy and effectiveness of compensation analyses and recommendations.


• Successful administration of annual merit and incentive processes.


• Partnership effectiveness with HR, Finance, and business leaders.


• Budget alignment and compensation cost management.

Crawford is a subsidiary of Sonepar USA.

What We Offer You

We offer great family-friendly benefits to full-time associates:

We’re proud to be a military-friendly company, and our many employee resource groups (ERGs) help you make connections and feel supported.

Ready to join the fun? Apply today and become part of the Crawford Crew – where we work hard, laugh often, and always have a spark to share! 

Equal Employment Opportunity Statement 

Sonepar is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to their race, color, creed, religion, national origin, citizenship status, ancestry, sex, age, physical or mental disability unrelated to ability, marital status, family responsibilities, pregnancy, genetic information, sexual orientation, order of protection status, protected veteran or military status, or an unfavorable discharge from military service, or any other categories protected by federal, state or local law.

Sonepar and our family of brands are committed to the full inclusion of all qualified individuals. In keeping with our commitment, we will take the steps to assure that people with disabilities are provided reasonable accommodations. Accordingly, if a reasonable accommodation is required to fully participate in the job application or interview process, to perform the essential functions of the position, and/or to receive all other benefits and privileges of employment, please call 843-745-2420 or email [email protected].

EEO is the Law

Applicants and employees are protected under Federal law from discrimination. To learn more, Click here.

Pay Transparency Non-Discrimination Provision

Sonepar follows Executive Order 11246, including the Pay Transparency Nondiscrimination Provision. To learn more, Click here.

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