Sr. Compensation Manager

Job-ID29170066Reference26-24226Sr. Compensation Manager - Chicago Hybrid **Markup of 36% is in effect ** Job Title: Sr. Compensation Manager Job Type: (Accounting/Finance, Admin/Clerical, Business Professional, Creative, Healthcare, Light Industrial, Scientific, Technical) Business Professional Number of openings requested: 1 Title Type: (Plant, Non-Plant, Professional) Professional Work Location: (Remote, City & State, or both for Hybrid) Chicago (hybrid - 2 days from home Monday and Friday) Requisition Owner Name: Project Manager Name on Capital Project (NA if this is not a Capital Project): N/A Hiring Manager's Email Address: Cost Center #: C7013231 WBS Element: (If not applicable, list Cost Center) C7013231 WBS Element/Project Funding Total $$ (If not applicable, list N/A) NA Hours Per Day / Hours Per Week: (Project Based Work) NA Company Code: U025 Product Category / GL Account: 57***0200 Finance/ZBB Approver/Controllership (who is providing authorization for contingent request): Victor Costa Finance/ZBB/Controllership Approval Method (email, TEAMS ping, other): Email Finance/ZBB/Controllership Approval Date: 4/22/2026 Supplier/Vendor: (if you don’t have a specific supplier in mind, list “all”) All Job Description: (please attach) Provided Scheduled Days of the Week & Hours: Monday-Friday 8AM-5PM Pay Rate: *** Bill Rate: *** Start Date: ASAP End Date: One year Looking to Convert to FTE (full time employment): (yes or no) Unknown: potential to extend Interview Process: (individual or panel, one or multiple)? One Interview Interview Type: (video, call, in-person) Video Converence Q&A with HM: 1. What are the top 2–3 compensation priorities or business challenges this individual will be expected to address within their first 6–12 months? • Annual salary structure redesign US and Canada • Hourly incentive plan effectiveness, and payout efficiency • Support for HR leadership, Influence Operations/Commercial Leadership • Market Analytics/Insights • Annual Salary Planning Administration • Cross-functional stakeholder management 2. How critical is prior manufacturing and operations compensation experience, and what aspects of that experience are most important? This role will be hybrid – a large portion will be focused on manufacturing for both union and non-union hourly populations, plus salaried (Sr Director and below) Multi-site manufacturing organizations with varying compensation strategies and complexities 3. What differentiates a strong candidate from an exceptional candidate for this role? • Expertise with both hourly and salaried populations • Korn Ferry Hay job evaluation experience • Demonstrated change leadership within COE/shared services models • Deep compensation expertise • Ability to lead large, cross‐functional initiatives • Comfort operating globally with local differentiation and navigating complexity • Strong technical acumen (advanced Excel, analytics) • Influence with senior leaders • Leading compensation strategy in complex manufacturing Job Description: The Sr. Manager, Compensation will play a critical role in driving compensation strategy and decision-making across North America Operations and Procurement. Reporting to the Director of North America & WHQ Compensation, this position will provide expert guidance and consultation to HR Business Partners and Business Leaders on a range of compensation-related matters, including job evaluations, market benchmarking, job offers, salary structure development, and incentive plan design and administration. To succeed in this role, candidates must possess a unique blend of analytical, technical, and interpersonal skills, with the ability to navigate complex and ambiguous situations. Key Components of the role Develop and administer compensation programs for both the salaried and hourly populations Execute the annual salary planning and incentive cycles Perform and oversee job evaluations of both broad-based and executive positions Identify, design, and implement policies and procedures to ensure internal equity, external competitiveness, and fiscal responsibility that align with our pay-for-performance philosophy and culture of meritocracy Oversee the salary survey participation and salary structure development for multiple countries Develop, design, and execute compensation related training Propose process improvements and recommend policy changes to assure compliance and competitiveness of *** compensation Qualifications: Bachelor’s degree required, MBA or equivalent degree preferred 5+ years’ compensation experience with in-depth knowledge of Operations and Plant Manufacturing People Management experience is strongly preferred In depth technical knowledge of compensation theories and principles, compensation program design, and applicable laws Excellent interpersonal and communication skills Ability to manage cross-functional projects and influence team members without direct managerial authority Solutions-oriented mindset with a desire to innovate Knowledge of Microsoft Office Suite and other business-related software Certified Compensation Professional (CCP) or other HR certification preferred Korn Ferry Hay Job Slotting experience strongly preferred EEO: “Mindlance is an Equal Opportunity Employer and does not discriminate in employment on the basis of – Minority/Gender/Disability/Religion/LGBTQI/Age/Veterans.”