Global Compensation Manager

Designs and administers competitive compensation programs, practices, and solutions that support management in creating and maintaining a high performance pay culture. Provides project management leadership on compensation initiatives and new program implementations and has an active role in policy development. Acts as a consultant to provide business customers with appropriate tools to make compensation decisions effectively and efficiently. Develops and presents compensation training to business area(s) on various compensation initiatives.

(Other duties may be assigned)

• Designs, implements and administers executive and broad-based employee compensation programs including base pay, and short-term and long-term variable pay
• Designs executive and non-executive compensation programs, policies, procedures, and communications in partnership with the Global Compensation Team and HR Leadership
• Provides support on compensation initiatives and partners with HR Leaders, HR Business Partners, and internal teams in Finance, Legal, HRIS, Communications, and other areas
• Conducts Executive Compensation analysis, creates Compensation Committee presentations, and proxy/annual report data preparation
• Designs, administers, and communicates global salary structures and geographic pay differentials for all positions within the organization
• Actively participates in the annual salary increase and bonus calculation processes
• Leads compensation projects that are technically complex and/or sensitive
• Performs job evaluations, market pricing, and job documentations, as needed
• Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance
• Seeks process improvement and automation opportunities and partners with HRIS team to leverage resources and technology in support of business initiatives and compensation strategies
• Provides approvals for new hire wages and promotional increases and recommends base pay, variable pay, and equity replacement valuation and considerations
• Develops training initiatives aimed to generate awareness on compensation best practices and the efficient use of compensation programs
• Ensures HR team members and managers have the knowledge and tools needed to effectively manage and administer compensation consistent with company philosophy and goals
• Manages vendor relationships and participates in salary surveys

Bachelor’s degree from a four-year (4) college or university in Business, Finance or a related field. Seven (7) or more years of compensation experience or equivalent combination of education and experience.

Additional knowledge and skills:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

• Understanding of executive compensation market practices
• Experience in administration and analysis of executive compensation
• Strong analytical and quantitative skills and attention to detail
• Experience in job evaluation, market pricing, and grading methodologies
• Experience in implementing Global Job Architecture is preferred
• Experience in creating global salary structures is preferred
• Experience in M&A projects, and/or integration projects is preferred
• Excellent interpersonal, verbal and written communication skills, as well as ability to interact with all levels of the organization
• Ability to complete multiple tasks within critical deadlines
• Ability to thrive in a fast paced, changing environment
• Advanced skills in Microsoft Office (Word, Excel, PowerPoint)
• Proficiency with Human Resources Information Systems (Oracle preferred)
• Proficiency with market pricing tools such as, CompAnalyst is preferred

Certificates, licenses, registrations:

Certified Compensation Professional (CCP) and/or Global Remuneration Professional (GRP) is preferred

An Equal Opportunity Employer including Disability/Vets