Compensation Manager

Qualifications

REQUIRED QUALIFICATIONS

• Bachelor’s degree in HR, Finance, or a related field from an accredited institution.
• 5+ years of experience in Executive Compensation.
• Expertise in designing and implementing executive compensation programs and processes, including base salary, annual incentives, equity incentive programs and payout processes.
• Experience with equity vendor evaluation, selection and management.
• Experience with regional differences in compensation and benefits practices.
• Proven experience acting as a subject matter expert to the business, including the ability to influence the decisions of senior business leaders and all levels of the organization to drive results.
• Excellent business acumen, including finance and accounting knowledge.
• Demonstrated analytical skills, including analysis and modeling.
• Ability to manage change effectively, including technology, communications, and business process implications.
• Advanced Excel skills.

ADDITIONAL QUALIFICATIONS

• Experience in leading global projects.
• SuccessFactors experience preferred.
• CECP or SPHR certifications.

Responsibilities - Job Summary

• Research evolving executive compensation benchmarking and practices in the external marketplace.
• Evaluate executive roles to maintain appropriate levels within our total rewards framework and market competitiveness.
• Support onboarding of new executives and the communication of all compensation and benefit programs.
• Support drafting of required disclosures, including reporting required by our private equity owner.
• Support executive compensation projects across multiple functions and client groups, utilizing subject matter expertise and knowledge of both internal and external business practices to improve the employee experience.
• Convert compensation data analyses into insights and plan recommendations and assist in developing client-ready presentations for senior leaders and the Board of Directors.
• Provide primary support for presentation development for the company’s Compensation Committee.
• Utilize compensation surveys, consulting firms, and third-party vendors such as equity plan administrators to complete analysis of compensation and benchmarking.
• Advise and partner with People Function’s Talent Leaders and business leaders on compensation program implementation.
• Partner closely with Finance, Legal, People Experience and People Technology, Stock Plan Administration and Governance, Global Mobility and Regional Compensation teams.
• Develop strong relationships with Compensation teams, Executive Leadership Teams, Talent Acquisition and HR Business Partners globally.
• Deliver clear and consistent communications to stakeholder groups, including people leader training on compensation, incentives, and equity programs.
• Monitor changes to ensure compliance with global pay regulations.
• Participate in M&A due diligence and post-acquisition integration activities.