Compensation Manager

As the Compensation Manager you will play a pivotal role in contributing to the compensation strategy and practices. This position offers an exciting opportunity to leverage your technical expertise and HR knowledge to streamline HR processes and support strategic decision-making across the organization.

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This position is a High-Level Individual Contributor role.

Responsibilities:

• Assist in the design, development, and implementation of compensation strategies, policies, and structures to attract, retain, and motivate employees.
• Support the design and implementation of a new global compensation job-level framework using Mercer IPE methodology.
• Serve as a key stakeholder in the rollout and ongoing data management for the new cloud-based HRIS system.
• Evaluate the competitiveness of the compensation programs, to include, but not limited to, conducting market research, participating in salary surveys, completing benchmarking studies and managing global survey participation.
• Prepare and analyze compensation data to support the annual budgeting and annual compensation planning processes, including salary planning, merit increases, bonus accruals and payouts.
• Serve as a strategic compensation subject matter expert to our HR business partners and finance teams to ensure consistency, equity, and fairness in compensation decisions and practices.
• Oversee the day-to-day administration of the salary ranges, grade/job structure, and compensation requests, including new roles, salary changes, and other related tasks.
• Provide support for compensation programs such as (a) International Transfer & Visa Program with our legal and tax experts, (b) our international tax and cross-border assignments with outside vendor, (c) our relocation program with outside vendor Cornerstone and (d) the Company’s overseas premium and danger pay programs.
• Assist the Compensation Director in developing communications and materials for the Compensation Committee of the Board of Directors.
• Ensure that compensation practices adhere to all relevant labor laws and regulations.

Qualifications

• In addition to the specific responsibilities listed above, the ideal candidate will possess the following:
• Bachelor’s degree in human resources, Information Technology, Business Administration, or a related field.
• Familiarity with cloud based HRIS systems such as SAP Success Factors or Workday.
• In-depth knowledge of compensation principles, processes, and best practices, with a strong understanding of HR functional areas such as talent management, and workforce analytics.
• Strong project management skills with demonstrated ability to take projects from initiation to completion.
• Excellent analytical, problem-solving, and decision-making skills, with the ability to translate business requirements into technical solutions.
• Minimum of 3 years of experience in compensation administration. Experience in compensation analysis, including conducting market research, evaluating salary surveys, and analyzing compensation data.
• Certifications such as CPP, PHR, SPHR, or SHRM-CP, SHRM-SCP are a plus.
• Effective communication and interpersonal skills, with the ability to collaborate with cross-functional teams and build positive relationships at all levels of the organization.
• Ability to work independently and manage multiple priorities.
• Proficiency in MS Office Suite (Excel, Word, PowerPoint.)
• High level of integrity, professionalism, and confidentiality in handling sensitive information and employee interactions

Travel

Domestic and International travel requirements approximately 15%

• Seniority Level
• Associate
• Industry
• Manufacturing
• Employment Type
• Full-time
• Job Functions
• Finance
• Human Resources
• Skills
• Compensation Benchmarking