Compensation Manager

The Senior Manager, Global Compensation leads the strategy, design, and execution of the Company’s global compensation programs. This role shapes the company’s compensation philosophy, develops long‑term strategies that support business objectives, and ensures consistent, equitable, and competitive practices globally. The position requires deep expertise in compensation trends, HR systems, and analytics, along with strong leadership and cross‑functional collaboration skills. As a key member of the HR team, this leader drives organizational performance and alignment with the Company’s talent strategy. MAIN RESPONSIBILITIES INCLUDE Develop and refine the Company’s global compensation philosophy, ensuring it supports business strategy, organizational culture, and talent objectives. Lead the creation of multi‑year compensation strategies, including market positioning, pay structures, and global frameworks that promote internal equity and external competitiveness. Design, implement, and manage compensation programs such as annual merit cycles, promotions, short‑term incentives, market pricing, and internal equity analysis. Evaluate compensation programs and policies for effectiveness, competitiveness, cost efficiency, and alignment with strategic goals. Oversee job architecture, job descriptions, and position classifications to ensure consistency and clarity across the organization. Ensure accurate data management and partner with HRIS to optimize system functionality, data integrity, and reporting. Collaborate with external consultants and vendors on compensation benchmarking, program design, and market analysis. Lead compensation budgeting, forecasting, and financial modeling. Ensure compliance with compensation‑related laws and regulations, including pay equity, FLSA, and IRS requirements. Develop communication strategies that clearly articulate compensation philosophy, program design, and total rewards offerings to employees and leaders. Prepare and submit compliance data and reports per external agency requests. Provide guidance to HR partners and leaders on compensation decisions, offers, promotions, and policy interpretation. Oversee consistent administration of incentive plans, sales compensation, manufacturing programs, and geographic/shift differentials. Advise on job benchmarking, organizational changes, restructuring, and complex compensation cases. MAIN RESPONSIBILITIES INCLUDE Use advanced analytics to identify trends, evaluate program effectiveness, and provide insights for leadership decision‑making. Partner with regional HR teams to ensure consistent global implementation of compensation programs and philosophy. Participate in M&A activities, including due diligence, integration planning, and organizational design support. EDUCATION AND EXPERIENCE Bachelor’s degree in HR, Labor Relations, Business, or related field required. 5 to 7 years of progressive compensation experience, including executive compensation, bonus structures, equity programs, and Mercer survey/job architecture expertise. Minimum 5 years of HR leadership experience managing high‑performing teams. SPHR, SHRM‑CP, and/or CECP preferred. Knowledge of compensation laws and regulations (e.g., FLSA, IRS). Proficiency in MS Office; advanced Excel skills strongly preferred. Strong service orientation and ability to work effectively across all organizational levels. Advanced analytical skills with the ability to interpret complex data and communicate insights clearly. Demonstrated business acumen, sound judgment, and ability to balance strategic and tactical responsibilities. Strong project management and process improvement capabilities. High attention to detail and commitment to quality. Manufacturing industry experience preferred. #J-18808-Ljbffr