Manager Compensation

Job Overview

The Manager Compensation is responsible for providing strategic guidance and direction on enterprise-wide compensation and recognition programs. This role provides strategic conceptual and technical direction for the development, implementation, and maintenance of compensation programs. The Manager will also play a key strategic role in the design, implementation, and management of Company-wide base salary, management incentive plans, sales incentives, and other variable compensation programs, in addition to other non-traditional performance/recognition award programs, as well as the systems to support them, e.g., job evaluation and job analysis processes. This role also assures the protection of company assets through the creation and monitoring of compensation guidelines and procedures, and by ensuring the company's compliance with all laws and regulations regarding pay.

Duties & Responsibilities

• Oversight of compensation team to include the development of staff, administration of compensation policies and guidelines, and ensure that timely and meaningful analysis occurs and results are reported to management for use in making decisions related to compensation programs and performance of the company.
• Leads compensation-related projects which involve revision, development, and or redesign of existing compensation programs. Inclusive of high-level project management, partnering with appropriate internal and external resources, and ensuring that projects are on-time and on budget while achieving desired goals and objectives.
• Leads compensation programs including job analysis and evaluation to include job grading, salary structure design and review, conduct and oversee the various compensation surveys and studies to maintain the company's competitive position within the marketplace.
• Directs market pricing activities by establishing standards and reviewing the work of the compensation team. Make recommendations to leaders regarding base salary levels, appropriate grade assignment, total compensation opportunity, and hiring ranges for given positions.
• Ensures the administration of various compensation programs is compliant with established guidelines, processes, and procedures. This may include programs such as incentive compensation, sales compensation, annual merit review cycle, geographic differential and shift differential.
• Works closely with the benefits function to ensure that the total compensation and rewards programs are complimentary and meet the requirements needed to offer a strong Employee Value Proposition that is competitive in the marketplace.

Knowledge, Skills, & Abilities

• 3 to 5 years of experience in Compensation and Incentive plan design
• 2 years of experience in recognition desired, additional experience in Human Resources desired
• Ability to work cross-functionally
• Developed analytical and communication skills
• Ability to develop influencing professional relationships and credibility throughout the organization

Minimum Qualifications

• Bachelors degree (4 years)
• 1 to 3 years of relevant experience

Preferred Qualifications

• Knowledge acquired through 3 to 5 years of work experience
• Experience with multiple compensation structures including collective bargained plans

Work Environment

Office Environment