Compensation Manager

Description We are looking for a hands‑on Compensation Manager to run our compensation programs across the US and Canada. You will lead a team of three and partner closely with People Business Partners and other People Team workgroups, Finance, Payroll and business leaders to align compensation practices with organizational goals. You will develop, implement and manage RB Global's compensation strategy and programs to attract, retain and motivate employees at all levels, including ownership of the annual merit, equity grant and incentive bonus programs. You will bring strong market research and analysis skills to keep our pay structures competitive, along with experience designing incentive programs. You will also play a lead role in building our job architecture and strengthening compensation governance and controls. Global or multi‑country compensation experience is a strong plus as we continue to scale. Responsibilities Compensation programs and annual cycle Develop, implement and manage RB Global's compensation strategy and programs to attract, retain and motivate employees at all levels. Own the annual merit, equity grant, promotion and incentive bonus programs for the US and Canada, from budget modeling through manager guidance, calibration support and payroll handoff. Administer the Annual Incentive Plan (AIP): eligibility, target setting, payout calculations, accruals with Finance, and employee communications. Design and maintain salary structures and ranges by country, refreshing them against market movement each year. Design and evaluate short‑term incentive programs that reward performance and support business goals. Market pricing and analytics Own salary survey participation and market pricing for both countries, including survey submissions, job matching and data cuts. Deliver offer, promotion and equity‑adjustment recommendations for People Business Partners and recruiters. Run pay equity and analysis and build compensation reporting and dashboards for leaders. Job architecture and leveling Help build and maintain the job architecture: job families, levels, leveling guides and title conventions. Manage job mapping and benchmarking processes. Governance, compliance and controls Maintain compensation decision rights and the approval matrix for pay actions, including off‑cycle and supplemental payments. Ensure compliance with US and Canadian requirements, including FLSA and provincial employment standards classification, pay transparency posting laws, and pay equity legislation (for example Ontario and Quebec). Partner with Internal Audit and Payroll on controls, and support audit requests and remediation. Partnership and advisory Collaborate with other People Team workgroups and business leaders to align compensation practices with organizational goals. Advise People Business Partners and leaders on pay decisions, retention cases and organizational changes. Support severance, M&A and integration work with compensation analysis and benchmarking. Create clear manager and employee materials that explain how pay works. Team leadership Lead, coach and develop a team of three compensation professionals, setting priorities and reviewing their work for accuracy. Build team capability in market pricing, analytics and program administration so the team can scale beyond the US and Canada. Standardize processes, templates and documentation so programs run consistently across both countries. Act as the escalation point for complex compensation questions and cases. Qualifications Required Experience 7+ years of progressive compensation experience, including at least 2 years leading or mentoring others. Hands‑on experience running annual merit and incentive cycles for a workforce in both the US and Canada. Strong market research, analysis and pricing skills with major survey providers (for example WTW, Mercer, and Radford). Demonstrated experience designing incentive programs, including annual bonus and equity or long‑term incentive plans. Working knowledge of US and Canadian compensation regulation: FLSA and provincial exemption rules, pay transparency and pay equity laws. Advanced Excel and data analysis skills; experience with an HRIS compensation module (for example Workday). Outstanding communication, influencing, interpersonal, management, and conflict resolution skills, with credibility at the executive level. Strong project management, change management, and organizational skills, with the ability to implement best practice People policies and processes at scale. Flexibility and ability to adapt to a fast‑paced culture, changes in the environment, and shifts in priorities. Travel requirement up to 10%. Preferred Experience Experience supporting compensation outside North America (for example the UK, Europe, Australia or Asia‑Pacific), including multi‑country salary structures and market pricing. Experience building or rolling out a job architecture or leveling framework. Exposure to sales incentive plans or M&A integration. Experience in a publicly traded company, including support for proxy or Compensation Committee materials.

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