Compensation Manager

About the role

Here at Scout Motors, we're carrying forward the heritage of one of the most iconic American vehicles in history. A vehicle dating back to 1960. One that forged the path for future generations of rugged SUVs and trucks and will do so once again.

But Scout is more than just a brand, it's a legacy steeped in a culture of exploration, caretaking, and hard work.

The Scout brand is all about respect. Respect for the past and the future by taking an iconic American brand that hasn't been around for a while, electrifying it, digitizing it, and loading it with American innovation. Respect for communities by creating a company that stands for its people and its customers. Respect for both work and play, with vehicles that are equally at home at a camp site, a job site, or on a Tuesday commute.

And respect for our customers by developing two powertrains that meet their requirements - an all-electric powertrain as well as the Harvester™ range extender powertrain which includes a built-in gas-powered generator with an estimated 500 miles of combined range.

At Scout Motors, we empower our talented, inclusive, and entrepreneurial teams to innovate. What makes a Scout employee? Someone who is a visionary and a leader, who seeks new paths and shares lessons learned. A knowledgeable doer who collaborates across the company to build better. A go-getter with unrivaled passion.

Join us at Scout Motors and be part of shaping the future of transportation. If you're ready to drive change and make history, apply now!

Overview

Scout Motors is seeking a Manager, Compensation to lead the design, administration, and continuous improvement of compensation programs that support Scout's business strategy and employee experience. Reporting to the Head of Employee Care, this role will provide compensation expertise, manage core compensation processes, and help ensure pay decisions are competitive, consistent, equitable, and grounded in sound data.

The Manager will lead and develop Compensation Specialists and work closely with the HR Leadership team, HR Business Partners, Finance, business leaders, and other stakeholders to translate compensation philosophy into practical programs and decisions. Success requires deep compensation expertise, strong analytical and people leadership skills, discretion, and the ability to balance market competitiveness, internal equity, affordability, compliance, and business needs.

What you'll do

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

Compensation Strategy & Program Management

• Build and translate Scout's compensation philosophy and business priorities into practical programs, guidelines, and decision frameworks.
• Build and manage base pay, short- and long-term incentive, recognition, and other compensation programs, such as sales compensation ensuring they remain competitive, sustainable, and aligned with the employee value proposition.
• Recommend program changes based on market insight, workforce needs, internal equity, cost considerations, and organizational growth.
• Establish clear governance, roles, approval requirements, and documentation standards for compensation decisions.
• Develop clear compensation guidance, tools, and communications that enable consistent understanding and application.

Compensation Planning & Delivery

• Lead planning and execution of annual compensation processes, including salary review, incentive planning, budgeting inputs, system readiness, communications, and post-cycle analysis.
• Oversee compensation support for new hires, promotions, transfers, retention actions, reorganizations, and other employee changes.
• Review complex or sensitive proposals, identify risks and tradeoffs, and provide clear recommendations and escalation when needed.
• Coordinate timelines, dependencies, approvals, and data inputs across People & Organization, Finance, Payroll, Legal, and business stakeholders.
• Ensure compensation processes are accurate, timely, well controlled, and supported by clear employee and leader communications.

Market Analysis, Job Evaluation & Insights

• Lead market-pricing and compensation benchmarking activities using reliable survey sources and a consistent methodology.
• Guide job evaluation, leveling, and pay-range recommendations in partnership with People & Organization colleagues and business leaders.
• Analyze compensation trends, internal positioning, pay equity, workforce movement, and program outcomes to identify risks and opportunities.
• Develop concise insights and scenarios that help leaders understand options, tradeoffs, costs, and implications.
• Maintain accurate compensation structures, reference data, documentation, and decision records.

Governance, Compliance & Continuous Improvement

• Maintain compensation practices, records, and approvals in alignment with applicable laws, company policies, confidentiality expectations, and internal controls.
• Partner with Legal and People & Organization colleagues to monitor regulatory developments and evaluate implications for compensation programs and practices.
• Ensure compensation data, systems, workflows, and reporting are accurate, secure, and fit for purpose.
• Manage external compensation survey, consulting, technology, and other vendor relationships as assigned.
• Identify opportunities to simplify processes, strengthen controls, improve service, and scale compensation capabilities as Scout grows.

Team Leadership & Enterprise Partnership

• Lead, coach, and develop compensation team, setting clear priorities, expectations, and measures of success.
• Build team capability through regular feedback, technical guidance, knowledge sharing, and meaningful development opportunities.
• Advise the Head of Employee Care, People & Organization leaders, and business stakeholders on compensation matters, presenting clear analysis and practical recommendations.
• Build trusted partnerships through credibility, discretion, responsiveness, and consistent follow-through.

Location & Travel Expectations

• This role will be based out of the Scout Motors corporate headquarters in Charlotte, NC.
• This role requires 4 days per week in the office, with regular in-person meetings and events.
• Applicants should expect that the role will require the ability to convene with Scout colleagues in person and travel to participate in events on behalf of the company from time to time.

What you'll bring

• 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, economics, or a related field, or an equivalent combination of education and relevant experience.
• 4+ years of experience progressive experience in compensation, including experience building and leading compensation programs, sales incentive programs and developing others.
• Strong knowledge of compensation principles, market pricing, job evaluation, salary structures, incentive programs, pay equity, and applicable legal requirements.
• Demonstrated ability to manage annual compensation processes and complex employee pay decisions in a growing or changing organization.
• Advanced analytical skills, attention to detail, and proficiency with compensation data, spreadsheets, HR systems, and reporting tools.
• Strong people leadership, stakeholder management, communication, and influencing skills, including the ability to explain complex compensation topics clearly.
• Sound judgment, discretion, adaptability, and a commitment to fair and consistent employee practices.

What Success Looks Like

• Scout's compensation programs are competitive, equitable, financially responsible, and aligned with business and workforce priorities.
• Annual and day-to-day compensation processes are accurate, timely, well governed, and easy for leaders and People & Organization partners to navigate.
• Leaders receive clear market insight, thoughtful analysis, and practical recommendations that support sound pay decisions.
• The Compensation Specialists operate with clear priorities, strong capability, and shared accountability for quality and service.
• Compensation data, controls, processes, and employee communications are reliable and continuously improving.

What you'll gain

Pay and benefits

The benefits of joining Scout include the chance to build products and a company from the ground up. This is a chance to create something new and lasting - with an iconic brand at its foundation. In addition, Scout provides competitive compensation and benefits to support your physical, mental, and financial wellbeing. Program specifics are detailed in company policies and employee benefit guides, select highlights:

• Competitive insurance including:
• Medical, dental, vision and income protection plans
• 401(k) program with:
• An employer match and immediate vesting
• Generous Paid Time Off including:
• 20 days planned PTO, as accrued
• 40 hours of unplanned PTO and 14 company or floating holidays, annually
• Up to 16 weeks of paid parental leave for biological and adoptive parents of all genders
• Paid leave for circumstances related to bereavement, jury duty, voting time, or military leave
• Corporate Vehicle Program with:
• Eligibility for 1 assigned vehicle
• A mobility stipend

Pay Transparency

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: M8