Manager/Sr. Manager, Compensation

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Who We Are

Revantage is a Blackstone Company that provides a highly skilled employee base, best-in-class processes, and state-of-the-art technology to multiple Blackstone real estate portfolio companies. Sectors include Hospitality, Industrial, Multi-Family, Office, Retail, Senior Housing, and Manufactured Homes.


Revantage, headquartered in Chicago, is one of three global offices that includes Revantage Asia and Revantage Europe.


What We Value: Our Culture

Creating a culture that inspires change and momentum requires the right team. We know what it takes to lead an industry, and are looking for leaders who seek constant growth, want to excel, and continuously improve upon themselves and the industry. The culture at Revantage is built on our shared core values and commitment to be:

  • Achievers – We expect high standards for ourselves and enable the success of our teams
  • Enthusiasts – We face challenges with optimism and believe anything is possible
  • Leaders – We commit to continuously improve our performance
  • Learners – We learn from our challenges and successes
  • Partners – We deliver value and positive impact to our partners

Why This Role Is Valuable  

The Manager/Sr. Manager, Compensation will have a focus on exceptional service delivery to multiple Blackstone Real Estate Portfolio Companies and serve as subject matter expert for internal partners on compensation programs and paying for performance.  The Manager/Sr. Manager, Compensation, will play a lead role in developing and maintaining compensation plans and programs including base pay plans, salary structures, job evaluations, job description library, FLSA classifications and compensation related compliance for Revantage and the portfolio companies we support. The Manager/Sr. Manager, Compensation will lead the annual pay planning cycle and work closely with our AVP, LTI Program Manager on incentive plans and variable pay plans and components. This role will also be responsible for administering compensation programs, policies, and procedures. The ideal candidate provides advice, is detail-oriented, analytical, collaborative, consultative, and resourceful.


How You Add Value

  • Leads the evaluation and implementation of compensation structures for the various portfolio companies
  • Leads the development, implementation and maintenance of compensation plans and programs, policies and procedures
  • Leads the annual compensation pay planning cycle
  • Drives the development and/or revision and maintenance of HCM (Workday) for all compensation functionalities
  • Collaborate with HRIS and payroll to ensure all compensation functionality in HCM is accurate.
  • Manages the Compensation inbox. Ensure timely responses and resolutions to inquiries in the compensation mailbox.
  • Assists with the onboarding of new portfolio companies by analyzing their current compensation structure and aligning it with our pay for performance philosophy
  • Responsible for all Revantage and Revantage-supported compensation salary survey submissions
  • Evaluates and analyzes salary data, determines pay grades
  • Implements and maintains competitive pay grades, salary ranges and geographic zones
  • Responsible for maintenance of compensation planning tool(s)
  • Conducts reporting and analysis on compensation practices to identify and strategize gaps and/or future needs
  • Partner with the People & Culture Business Partner and Talent Attraction to identify compensation mix for new roles. Ensures the compensation program enhances the organization's ability to recruit and retain employees through market pay analysis
  • Manages and conducts job evaluations and recommends compensation mix in line with the company’s pay philosophy
  • Manages and maintains job description profile which includes the job description database, job family group, job family, and job title schemes to name a few
  • May manage subordinate
  • May perform a variety of HR administrative tasks including corporate compensation plans and programs 


What You Bring To The Role


  • Bachelor's degree in business, Human Resources, or a related field.
  • 7 years of broad-based compensation experience, including experience in base pay, incentive plans and variable pay components, plans, programs, administration and pay practices
  • 1 - 3 years supervisory experience, preferred
  • Experience with implementing and maintaining compensation tools and software (ie., ERI, PayScale, Workday)
  • HRIS experience required, Workday experience preferred
  • Advanced knowledge of Excel, knowledge of Microsoft Office Suite
  • Self-motivated with the ability to be flexible in fast-paced, changing environments
  • Excellent people skills with a focus on solutions to deliver the best service possible
  • Demonstrated analytical and problem-solving skills
  • Very strong interpersonal skills and the ability to build relationships with stakeholders, including team members, management, external parties
  • Extensive knowledge of applicable state and federal employment and labor laws in relation to pay practices
  • Must be discrete and maintain the highest confidentiality with extremely sensitive data
  • Candidate should have knowledge of commonly used concepts, practices, and procedures within Human Resources including compliance and regulatory requirements 


Perks for You

  • Competitive salary, overall compensation, and 401(k)
  • Work-life balance offerings include:
  • Hybrid Work Policy
  • Productivity Hours – weekly meeting-free work time
  • Summer Fridays
  • Work From Anywhere Month
  • In-house and external learning & development opportunities
  • Generous health insurance and wellness benefits


EEO Statement

The Company is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant, employee, or other covered person based on any legally recognized basis, including, but not limited to: veteran status, uniformed servicemember status, race, color, caste, immigration status, religion, religious creed (including religious dress and grooming practices), sex, gender, gender expression, gender identity, marital status, sexual orientation, pregnancy (including childbirth, lactation or related medical conditions), age, national origin or ancestry, citizenship, physical or mental disability, genetic information (including testing and characteristics), protected leave status, domestic violence victim status, or any other consideration protected by federal, state or local law. We are committed to providing reasonable accommodations, if you need an accommodation to complete the application process, please email


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