Job Description

About the Opportunity
We are looking for a hands-on Manager of Compensation & Equity to join our growing People team and help shape how we pay and reward our employees. Reporting to the VP, Human Resources, you will play a central role in building out our compensation infrastructure — from conducting market analyses and managing survey participation to supporting equity administration and partnering with HR Business Partners on day-to-day compensation decisions.

Essential Functions
Compensation Program Design & Maintenance

• Lead the design and documentation of the Company’s compensation philosophy, structures, and workflows in support of our SAP SuccessFactors implementation
• Partner with HR Operations and the SuccessFactors implementation team to configure and validate compensation modules, ensuring data integrity and alignment with program design
• Support the ongoing maintenance of salary structures, compensation tiers, and job architecture across the Company within SuccessFactors
• Assist in the development and execution of annual compensation planning cycles, including system configuration, manager communications, and reporting
• Respond to compensation-related inquiries from HR Business Partners and managers, providing guidance grounded in policy and market data

Cross-Business Unit Support

• Build working relationships with HR Business Partners and business leaders across all business units to understand their talent needs and compensation challenges
• Apply compensation guidelines and frameworks consistently while recognizing where flexibility is needed to support different business contexts
• Help identify patterns or gaps in compensation practices across the business and surface recommendations to leadership

Compensation Survey Participation & Market Data

• Manage the Company participation in compensation surveys for all business units, including job matching and submission, to ensure roles are competitively positioned
• Analyze survey results to assess market competitiveness across roles, levels, and geographies relevant to each business unit
• Maintain the Company’s market data library and internal job matching methodology, keeping it current as the organization rapidly evolves
• Produce clear, well-organized compensation benchmarking reports and analyses for HR and business leaders

Executive Compensation & External Reporting

• Partner with the VP, Human Resources to support the executive compensation benchmarking process, including providing data to independent third-party Compensation Analyst to assist in peer group development, market analysis, and preparation of materials for Compensation Committee meetings
• Partner with Legal to support the preparation of the annual Proxy Statement, including the Compensation Discussion & Analysis (CD&A), Summary Compensation Table, and related disclosures
• Support PSU performance tracking, including coordination with stakeholders on performance metric certification and timely communication of award outcomes to participants
• Monitor developments in executive compensation trends, governance standards, and SEC disclosure requirements, and surface relevant updates to the VP, Human Resources and Legal.

Equity Administration & Support

• Serve as the primary point of contact with the third-party equity administration platform, managing day-to-day relationships and ensuring accurate processing of PSU and RSA grants, vesting events, and forfeitures
• Maintain equity data accuracy in partnership with Legal, Finance, and the equity administration platform
• Assist in preparing materials for annual equity grant awards, off-cycle retention and sign-on grants
• Serve as a resource for employees and managers with questions about equity awards and plan provisions, including designing and presenting “Equity 101” training to new grant recipients

Compliance & Data Integrity

• Support internal and external audit requests related to compensation and equity programs, including documentation of processes, preparation of supporting schedules, and coordination with Finance and Legal to ensure timely and accurate responses
• Ensure compensation data in the HRIS is accurate, well-organized, and audit-ready
• Stay current on federal, state, and local compensation-related regulations, and flag relevant changes to the team

Qualifications

Qualifications
Required

• Bachelor’s degree in Human Resource Management, Accounting, Business Administration, or similar discipline
• 5+ years of experience in compensation, with proven experience in compensation program design, job architecture, and pay equity analysis within a publicly traded company
• Demonstrated expertise in market analysis and survey participation across complex, multi-workforce organizations with hourly, office-based exempt, and executive employee populations
• Experience supporting executive compensation programs, including SEC disclosure requirements and Compensation Discussion & Analysis (CD&A) support
• Experience supporting or administering equity programs (stock options, RSUs, or similar)
• Hands-on experience with compensation survey platforms (Radford, Mercer, WTW, or equivalent)
• Familiarity with HRIS platforms (e.g., SAP SuccessFactors) and equity administration tools (e.g., Equiniti)
• Strong analytical skills with proficiency in Excel; comfortable building models and presenting data clearly
• Ability to manage multiple priorities and work independently in a fast-moving, environment
• Clear written and verbal communication skills; able to explain compensation concepts to non-specialist audiences

Preferred

• CCP (Certified Compensation Professional) designation or active pursuit
• Experience supporting more than one business unit or operating in a matrixed organization

Key Skills

• Exceptional communicator – direct and transparent, skilled problem-solver with proven success in building coalitions and avoiding conflicts
• Total ownership mentality – proactively identifies and removes obstacles across numerous ongoing tasks
• Independent thinker – provides original thoughts and constantly asking "how can we do this better"
• Innovative thinker – willingness to consider novel solutions and ability to adapt to change
• Desirable teammate – impeccable character, humility, and collaborative
• Relentless – aspires to contribute and achieve their full potential

Additional Information

Our CREATORS Culture
At Solaris, we believe that staying true to our core beliefs improves our decision-making, productivity and is key to our individual and collective achievements. Combining your innovative thinking with our core values that encourage C ommunication, R ecognition, E ntrepreneurship, A ccountability, T eamwork & T ransparency, O wnership, R esults and S afety, we become CREATORS.

We value your hard work, integrity, and commitment to the Solaris “First in Service & Innovation” culture through competitive pay and benefits packages and ongoing career development.

• Competitive compensation packages, including equity
• Medical, Dental & Vision benefits
• Disability Insurance
• Company paid Life and AD&D insurance with supplemental offerings
• Company matching 401(k) retirement plan
• Paid time off, including 10 paid holidays
• Career Progression
• Tuition Reimbursement

This job overview is not all inclusive. In addition, Solaris reserves the right to amend this job overview at any time. Solaris is an Equal Opportunity Employer.

Why Solaris Join a company at the forefront of the energy infrastructure buildout powering data centers and industrial growth. We offer competitive compensation, benefits, and opportunities to grow alongside a high-performing team.