Senior Manager Compensation

**Please Note:** Smurfit Westrock currently has two Senior Manager, Compensation opportunities available: Candidates may apply to this posting for consideration for either role. About Smurfit Westrock Smurfit Westrock (NYSE: SW) is a global leader in sustainable paper and packaging solutions. Guided by our values of integrity, respect, accountability, and excellence, we use science, technology, and innovation to advance fiber-based packaging solutions worldwide. The Opportunity Reporting to the Sr. Director, Total Rewards, the Senior Manager, Compensation – North America leads the design, implementation, administration, and optimization of compensation programs that attract, retain, and motivate talent while supporting business objectives. Following the combination of Smurfit Kappa and WestRock, this role will play a key part in harmonizing compensation structures, pay philosophies, and incentive programs across North America. The successful candidate will partner closely with HR leadership, HRBPs, Finance, Legal, and business leaders to ensure compensation programs are competitive, equitable, compliant, and aligned with Smurfit Westrock's culture and strategy. Core Responsibilities (Both Roles) Support development and execution of North American compensation strategies aligned with business objectives and global rewards programs. Design, administer, and continuously improve compensation programs and salary structures. Conduct market pricing, benchmarking, and compensation analyses. Evaluate internal equity and maintain alignment with job architecture frameworks. Support annual compensation planning processes, including merit increases, incentive payouts, and other compensation initiatives. Ensure compensation recommendations for new hires, promotions, transfers, and retention actions are market competitive and internally equitable. Serve as a trusted advisor to business leaders, HR partners, and Finance on compensation-related decisions. Provide guidance on compensation policies, offers, promotions, organizational changes, and workforce planning. Partner across HR, Finance, Talent, and Legal to align compensation decisions with business and regulatory requirements. Develop communications and training to support understanding of compensation programs. Analytics, Compliance & Governance Utilize compensation data and analytics to identify trends, risks, and opportunities. Develop reporting and dashboards to support leadership decision-making. Ensure compliance with federal, state, provincial, and local compensation regulations. Maintain compensation policies, governance standards, and audit readiness. Support compensation reviews, audits, and regulatory reporting. Leadership Lead and develop compensation professionals. Drive process improvement, operational excellence, and system optimization. Stay current on compensation trends, legislation, and best practices. Promote fairness, transparency, accountability, and data-driven decision making. Additional Responsibilities Lead and refine compensation programs across salaried, hourly, and union employee populations. Design and administer base pay structures and regional incentive programs. Evaluate salary structures, pay ranges, and job evaluations. Support post-merger harmonization of legacy compensation frameworks and incentive programs. Partner with HR leadership to ensure compensation programs support organizational effectiveness and talent strategies. Ideal Background Broad compensation leadership experience across multiple employee groups and functions. Expertise in compensation program design, job evaluation methodologies, pay structures, and market benchmarking. Experience supporting large, matrixed, or global organizations. Additional Responsibilities Lead design, governance, and optimization of North American sales compensation programs. Develop incentive plans that drive revenue growth, sales productivity, and business performance. Design compensation plans for multiple sales roles, including field sales, inside sales, channel, and overlay positions. Establish and manage plan elements including quotas, pay mix, performance measures, accelerators, and incentives. Oversee sales compensation administration, payout processes, and plan documentation. Partner closely with Sales Leadership, Sales Operations, and Finance on quota setting, forecasting, budgeting, and incentive spend. Conduct sales compensation modeling, ROI analysis, and performance analytics. Manage sales compensation systems and related reporting processes. Ensure compliance with commission-related regulations and financial controls. Ideal Background Deep expertise in sales compensation design, incentive programs, and quota methodologies. Experience with sales compensation platforms such as Xactly, Anaplan, or Varicent. Strong analytical, financial modeling, and sales performance management capabilities. Qualifications Required Bachelor's degree in Human Resources, Business, Finance, or related field. 7–10 years of progressive compensation experience. Experience within large, matrixed, or global organizations. Strong analytical, problem-solving, and business partnership skills. Advanced Excel skills and experience with compensation and HR systems (Workday preferred). Knowledge of compensation-related laws and regulations, including FLSA, Equal Pay Act, pay transparency, and related requirements. Proven ability to influence stakeholders at multiple organizational levels. Strong attention to detail and commitment to data accuracy. Preferred Certified Compensation Professional (CCP). Master's degree, MBA, or equivalent advanced education. SHRM-SCP, SPHR, or related certification. Manufacturing industry experience (paper, packaging, or forest products preferred). Experience leading teams. Experience supporting compensation integration and harmonization in merger environments. Active participation in professional organizations such as WorldatWork. What We Offer Values-driven culture grounded in integrity, respect, accountability, and excellence. Comprehensive learning and development opportunities. Competitive compensation and career growth potential. Opportunity to build a career with a global packaging leader where Sustainability, Safety, and Inclusion are foundational business priorities. Smurfit Westrock is an Equal Opportunity Employer. We strive to create and maintain a diverse workforce where everyone feels valued, respected, and included. Smurfit Westrock does not discriminate based on race, color, religion, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other basis protected by federal, state, or local law. #J-18808-Ljbffr