VASA Fitness
Manager of Compensation and Recognition
VASA Fitness, Colorado Springs, Colorado, United States, 80509
POSITION DESCRIPTION
POSITION:
Manager of Compensation & Recognition
LOCATION:
Colorado Corporate Office
DEPARTMENT:
Human Resources
REPORTS TO:
Total Rewards Manager
FLSA:
Exempt, Salary
COMPENSATION : $100,000- $110,000 annually + 10% Bonus Potential
JOIN OUR TEAM
At VASA Fitness, we want to create an uplifting experience for everyone by offering inclusive, accessible, and on-trend fitness. The foundation of our brand is rooted in a culture centered on unity, passion, love, integrity, fun, and trust. Because our culture is alive--embodied by members and team members alike--VASA is a place where lives are changed because of authentic connections made within our supportive community. Our people BELIEVE in our brand, are HARD WORKING, have HIGH STANDARDS, and GIVE ENERGY to others.
BENEFITS
We offer a competitive, all-encompassing benefits package which includes healthcare benefits for employees who work 20+ hours per week. All employees receive two complimentary gym memberships--one for themselves and another to give away--plus 401k options. 40- hours per week employees: Paid Time Off; Health, Dental, and Vision benefits; Paid Parental Leave; a Flexible Vacation Plan, and Paid Holidays. Come join VASA Fitness and join a passionate, fun, and united team!
Proud to be a 'Great Place to Work' certified company!
PURPOSE
The Manager of Compensation & Recognition leads the design, implementation, administration, and continuous improvement of compensation, bonus, commission, incentive, and recognition programs. This role ensures competitiveness, internal equity, and alignment with VASA's strategic objectives, while maintaining compliance with legal requirements. The role also owns the employee recognition strategy--managing programs that reinforce culture, engagement, and performance.
RESPONSIBILITIES
Compensation Strategy & Design
Develop, maintain, and evolve VASA's compensation philosophy, structure (salary bands / grades / ranges), and guiding principles. Design and administer short-term (bonus, variable) and commission / incentive programs. Perform job evaluation, salary benchmarking, leveling, and internal equity analysis. Conduct market surveys, trend analysis, and benchmarking to ensure programs remain competitively positioned. Compensation Administration & Process Execution
Lead the annual merit cycle: salary reviews, merit increases, promotions, adjustments, and calibrations. Align pay structures and recognition programs with career progression models to reinforce internal mobility and retention. Oversee all aspects of the monthly/quarterly bonus cycles. Communicating with all club leadership and corporate division leadership as well as payroll and HR partners to ensure payout calculations and audits are performed. Oversee commission and variable pay tracking, reconciliation, and governance. Model compensation costs, forecast bonus pools, perform scenario analysis. Ensure accurate and timely updates to HRIS, compensation modules, and integrations. Recognition & Rewards Programs
Design and manage recognition programs (spot awards, peer-to-peer, service awards, corporate awards) Oversee recognition budgets, suppliers/vendors, award fulfillment, and communications. Measure program impact (participation, engagement, ROI) and continuous improvement Partner with internal communications and culture teams to integrate recognition with performance/culture strategy. Compliance, Governance & Risk Management
Ensure compensation and recognition programs comply with FLSA, IRS rules, wage-hour laws, EEOC, pay equity laws, state/local regulations. Maintain appropriate documentation, audit trails, policy governance, and reviews. Partner with Legal, Finance, Tax, and External Auditors as needed. Conduct pay equity audits, identify gaps, recommend remediation Collaboration, Stakeholder Engagement & Change Management
Partner with People & Culture Partners, Talent, Finance, Legal, and business leaders to align compensation with workforce strategy. Serve as subject matter expert and consultant to leaders and HR stakeholders on compensation issues, decisions, appeals. Lead training, guidance, and calibration sessions for managers and HR leadership Design and deliver compensation communications and change management. Reporting, Analytics & Continuous Improvement
Develop dashboards, metrics, reports (e.g., comp spend, internal movement, pay equity, compression, market positioning) Perform analyses to diagnose issues and recommend improvements. Stay current on comp / total rewards trends, emerging practices, legal changes, and bring innovation to VASA. Drive continuous process improvement, automation, efficiency, and scalability. QUALIFICATIONS & SKILLS
Education & Certification
Bachelor's degree in HR, Business, Finance, or related field Professional certification: CCP, CEBS, SHRM-SCP, SPHR, or equivalent (strongly preferred) Experience
5 years of progressive HR experience, with at least 3 years in compensation / total rewards leadership Demonstrated experience designing, implementing, and managing compensation, bonus/incentive, and recognition programs. Experience with sales compensation / commission structures Experience with HRIS / compensation systems and tools Experience conducting market benchmarking, job leveling, pay equity audits, cost modeling. Technical Skills & Tools
Advanced Excel skills (modeling, pivot tables, formula logic) Experience with comp-survey tools, compensation software, data visualization (e.g., Power BI, Tableau) Strong statistical / analytical skills Familiarity with HRIS, compensation modules, data management Core Competencies / Soft Skills
Strategic mindset, business acumen, ability to see beyond comp to business outcomes. High degree of integrity, confidentiality, maturity Strong communication skills--able to present to executives, board, managers. Influencing and stakeholder management skills Project management, prioritization, agility Attention to detail, rigor, analytical curiosity. Change management orientation, resilience. WORKING CONDITIONS
Primary work in a fitness facility and office setting. Temperature variations can occur. The environment includes some ambient noise such as talking and use of gym equipment and machinery.
PHYSICAL AND MENTAL ACTIVITIES AND REQUIREMENTS
Talking: Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly. Physical Strength: Sitting, standing, and walking. Must be able to lift, push, pull, and move a minimum of 30 pounds. Reasoning Ability: Ability to deal with a variety of variables under limited standardization. Able to interpret various instructions and relay instructions to clients. Attendance is an essential duty of the position. Employees must work regularly scheduled shifts, during business hours to assist members and sell services in-person.
This position description intends to describe the general nature and level of work being performed by people assigned to this job. It is not intended to include all duties and responsibilities. The order in which duties and responsibilities are listed is not significant.
VASA Fitness is an Equal Opportunity Employer
POSITION:
Manager of Compensation & Recognition
LOCATION:
Colorado Corporate Office
DEPARTMENT:
Human Resources
REPORTS TO:
Total Rewards Manager
FLSA:
Exempt, Salary
COMPENSATION : $100,000- $110,000 annually + 10% Bonus Potential
JOIN OUR TEAM
At VASA Fitness, we want to create an uplifting experience for everyone by offering inclusive, accessible, and on-trend fitness. The foundation of our brand is rooted in a culture centered on unity, passion, love, integrity, fun, and trust. Because our culture is alive--embodied by members and team members alike--VASA is a place where lives are changed because of authentic connections made within our supportive community. Our people BELIEVE in our brand, are HARD WORKING, have HIGH STANDARDS, and GIVE ENERGY to others.
BENEFITS
We offer a competitive, all-encompassing benefits package which includes healthcare benefits for employees who work 20+ hours per week. All employees receive two complimentary gym memberships--one for themselves and another to give away--plus 401k options. 40- hours per week employees: Paid Time Off; Health, Dental, and Vision benefits; Paid Parental Leave; a Flexible Vacation Plan, and Paid Holidays. Come join VASA Fitness and join a passionate, fun, and united team!
Proud to be a 'Great Place to Work' certified company!
PURPOSE
The Manager of Compensation & Recognition leads the design, implementation, administration, and continuous improvement of compensation, bonus, commission, incentive, and recognition programs. This role ensures competitiveness, internal equity, and alignment with VASA's strategic objectives, while maintaining compliance with legal requirements. The role also owns the employee recognition strategy--managing programs that reinforce culture, engagement, and performance.
RESPONSIBILITIES
Compensation Strategy & Design
Develop, maintain, and evolve VASA's compensation philosophy, structure (salary bands / grades / ranges), and guiding principles. Design and administer short-term (bonus, variable) and commission / incentive programs. Perform job evaluation, salary benchmarking, leveling, and internal equity analysis. Conduct market surveys, trend analysis, and benchmarking to ensure programs remain competitively positioned. Compensation Administration & Process Execution
Lead the annual merit cycle: salary reviews, merit increases, promotions, adjustments, and calibrations. Align pay structures and recognition programs with career progression models to reinforce internal mobility and retention. Oversee all aspects of the monthly/quarterly bonus cycles. Communicating with all club leadership and corporate division leadership as well as payroll and HR partners to ensure payout calculations and audits are performed. Oversee commission and variable pay tracking, reconciliation, and governance. Model compensation costs, forecast bonus pools, perform scenario analysis. Ensure accurate and timely updates to HRIS, compensation modules, and integrations. Recognition & Rewards Programs
Design and manage recognition programs (spot awards, peer-to-peer, service awards, corporate awards) Oversee recognition budgets, suppliers/vendors, award fulfillment, and communications. Measure program impact (participation, engagement, ROI) and continuous improvement Partner with internal communications and culture teams to integrate recognition with performance/culture strategy. Compliance, Governance & Risk Management
Ensure compensation and recognition programs comply with FLSA, IRS rules, wage-hour laws, EEOC, pay equity laws, state/local regulations. Maintain appropriate documentation, audit trails, policy governance, and reviews. Partner with Legal, Finance, Tax, and External Auditors as needed. Conduct pay equity audits, identify gaps, recommend remediation Collaboration, Stakeholder Engagement & Change Management
Partner with People & Culture Partners, Talent, Finance, Legal, and business leaders to align compensation with workforce strategy. Serve as subject matter expert and consultant to leaders and HR stakeholders on compensation issues, decisions, appeals. Lead training, guidance, and calibration sessions for managers and HR leadership Design and deliver compensation communications and change management. Reporting, Analytics & Continuous Improvement
Develop dashboards, metrics, reports (e.g., comp spend, internal movement, pay equity, compression, market positioning) Perform analyses to diagnose issues and recommend improvements. Stay current on comp / total rewards trends, emerging practices, legal changes, and bring innovation to VASA. Drive continuous process improvement, automation, efficiency, and scalability. QUALIFICATIONS & SKILLS
Education & Certification
Bachelor's degree in HR, Business, Finance, or related field Professional certification: CCP, CEBS, SHRM-SCP, SPHR, or equivalent (strongly preferred) Experience
5 years of progressive HR experience, with at least 3 years in compensation / total rewards leadership Demonstrated experience designing, implementing, and managing compensation, bonus/incentive, and recognition programs. Experience with sales compensation / commission structures Experience with HRIS / compensation systems and tools Experience conducting market benchmarking, job leveling, pay equity audits, cost modeling. Technical Skills & Tools
Advanced Excel skills (modeling, pivot tables, formula logic) Experience with comp-survey tools, compensation software, data visualization (e.g., Power BI, Tableau) Strong statistical / analytical skills Familiarity with HRIS, compensation modules, data management Core Competencies / Soft Skills
Strategic mindset, business acumen, ability to see beyond comp to business outcomes. High degree of integrity, confidentiality, maturity Strong communication skills--able to present to executives, board, managers. Influencing and stakeholder management skills Project management, prioritization, agility Attention to detail, rigor, analytical curiosity. Change management orientation, resilience. WORKING CONDITIONS
Primary work in a fitness facility and office setting. Temperature variations can occur. The environment includes some ambient noise such as talking and use of gym equipment and machinery.
PHYSICAL AND MENTAL ACTIVITIES AND REQUIREMENTS
Talking: Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly. Physical Strength: Sitting, standing, and walking. Must be able to lift, push, pull, and move a minimum of 30 pounds. Reasoning Ability: Ability to deal with a variety of variables under limited standardization. Able to interpret various instructions and relay instructions to clients. Attendance is an essential duty of the position. Employees must work regularly scheduled shifts, during business hours to assist members and sell services in-person.
This position description intends to describe the general nature and level of work being performed by people assigned to this job. It is not intended to include all duties and responsibilities. The order in which duties and responsibilities are listed is not significant.
VASA Fitness is an Equal Opportunity Employer