HR COMPENSATION MANAGER

HR Compensation Manager

Compensation Manager

JBS Foods | U.S. & Canada

Reports to: Director of Compensation and Analytics

Direct Reports: 2

Scope: Salaried and Non-Exempt (Union & Non-Union) U.S. & Canada Compensation: Base salary range $130,000 $150,000. This role is eligible for an annual incentive with a target of 25% of base salary, subject to plan terms and individual/company performance.

HRIS Platform: SAP

Role Overview

The Compensation Manager leads enterprise compensation programs for JBS Foods across all U.S. and Canadian locations. This role combines strategic leadership with hands-on execution and has primary accountability for delivering the two largest annual compensation initiatives: merit and bonus planning. The role manages two direct reports and partners closely with HR Business Partners, Finance, Payroll, HRIS, and the Labor Management team to support salaried, non-exempt, and union populations.

Annual Merit & Bonus Planning

Lead end-to-end annual merit and bonus planning processes for the U.S. and Canada, including timelines, assumptions, data preparation, approvals, and post-cycle analytics

Partner with Finance on budgets, workforce cost modeling, and scenario planning related to compensation actions

Coordinate with Payroll and HRIS to ensure accurate processing, controls, and audit-ready documentation

Prepare and present compensation recommendations and insights to senior HR and business leaders

Compensation Program Leadership

Lead base pay programs for salaried and non-exempt roles, including structures, ranges, and job levels

Advise HR Business Partners and leaders on offers, promotions, adjustments, and pay exceptions

Conduct job evaluations and support job architecture decisions across corporate and operational functions

Ensure consistent application of compensation philosophy, policies, and governance

Market Pricing & Survey Management

Own market pricing using MarketPay by PayScale to ensure reliable and consistent benchmarking

Lead participation and analysis of compensation surveys including Radford/Aon, Mercer, NBAA (aviation/pilot compensation), and AgCareers / PorkLive (agricultural sector)

Translate external market data into competitive and defensible pay recommendations

Labor & Non-Exempt Partnership

Partner closely with the Labor Management team to support compensation decisions impacting union populations under collective bargaining agreements

Support non-exempt compensation programs in a highly operational, multi-site environment while respecting CBA constraints

Analytics, Governance & Compliance

Conduct pay equity, compression, and competitiveness analyses; translate results into executive-ready recommendations

Maintain compensation governance, internal controls, and documentation to support audits and risk reviews

Ensure compliance with applicable U.S. and Canadian wage and hour regulations, including multi-provincial requirements (Alberta and Ontario)

Partner with Legal and Compliance to support FLSA classification reviews, exemption determinations, and audit readiness for non-exempt and salaried populations across U.S. locations

Partner with the People Analytics team to support data-driven compensation insights and reporting

People Leadership & HR Enablement

Lead, coach, and develop two compensation analysts, including goal-setting, performance reviews, and workload management

Develop tools, templates, and guidance to enable HR Business Partners and leaders to make effective pay decisions

Lead continuous improvement of compensation processes, tools, and annual cycle execution

Qualifications

Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field

812 years of progressive compensation experience in a complex, multi-site organization, with at least 3 years in a lead or management capacity

Experience supporting salaried and non-exempt populations; union partnership experience strongly preferred

Advanced Excel skills and demonstrated experience working with large compensation datasets

Experience with enterprise HRIS compensation modules (e.g., Workday, SAP, UKG) and MarketPay by PayScale

Familiarity with Canadian provincial compensation and compliance requirements preferred

Certified Compensation Professional (CCP) preferred

Why This Role

This is a high-visibility, high-impact role at one of the largest food companies in the world. You'll have true enterprise scope leading compensation programs that span tens of thousands of employees across the U.S. and Canada, including complex union and non-exempt populations that few compensation professionals ever get exposure to at this scale. You'll work alongside talented HR, Finance, and Analytics partners, lead a capable team, and have a direct line to senior leadership on decisions that shape how JBS attracts and retains its workforce.

What Success Looks Like

On-time, accurate, and well-governed merit and bonus cycles with strong leader satisfaction

Improved consistency, transparency, and market competitiveness across compensation programs

A high-performing compensation team supported by scalable tools and processes

Strong cross-functional partnerships with Finance, HRIS, Payroll, Labor, and HR Business Partners

The applicant who fills this position will be eligible for the following compensation and benefits:

• Benefits: Vision, Medical, and Dental coverage begin after 60 days of employment;
• Paid Time Off: sick leave, vacation, and 6 company observed holidays;
• 401(k): company match begins after the first year of service and follows the company vesting schedule;
• Base salary range of $130,000 $150,000;
• Incentive Pay: This position is eligible to participate in the Company's annual bonus plan, the amount of bonus varies and is subject to the standard terms and conditions of the incentive program; and
• Career Development: Our company is dedicated to supporting professional growth by offering continuous learning opportunities and a focus on career growth through various learning and development programs.

The posted salary range represents the Company's good faith estimate of the compensation that the Company reasonably expects to pay for this role at the time of posting. Actual compensation will be determined based on factors including, but not limited to, relevant experience, skills, qualifications, tenure, internal equity, market data, and may vary accordingly.

This position does not have an application deadline. We will continue to recruit until the position has been filled.

The Company is dedicated to ensuring a safe and secure environment for our team members and visitors. To assist in achieving that goal, we conduct drug, alcohol, and background checks for all new team members post-offer and prior to the start of employment. The Immigration Reform and Control Act requires that verification of employment eligibility be documented for all new employees by the end of the third day of work.

About us: JBS USA is a leading global food company providing diversified, high-quality products to customers in approximately 100 countries on six continents. Our team members and facilities in the United States allow us to offer a diverse portfolio of fresh, value added and branded beef, pork, chicken and prepared foods products. JBS USA is also the majority shareholder of Pilgrim's, the largest poultry company in the world. JBS USA employs more than 72,000 team members in 31 United States and Canada. Our corporate office is located in beautiful Greeley, Colorado, where our 1,200 team members onsite enjoy more than 300 days of sunshine a year.

Our mission: To be the best in all that we do, completely focused on our business, ensuring the best products and services to our customers, a relationship of trust with our suppliers, profitability for our shareholders and the opportunity of a better future for all of our team members.

Our core values are: Availability, Determination, Discipline, Humility, Ownership, Simplicity, Sincerity

EOE, including disability/vets

Unsolicited Assistance: JBS and its companies do not accept unsolicited assistance from any recruitment vendors for any of our open jobs. All resumes or candidate profiles submitted by recruitment vendors or headhunters to any employee at JBS and its companies or via the applicant tracking system, in any form without a valid written request and search agreement previously approved by HR, will be solely owned by