Senior Manager, Global Compensation

Why Ryan?

• Hybrid Work Options
• Award-Winning Culture
• Generous Personal Time Off (PTO) Benefits
• 14-Weeks of 100% Paid Leave for New Parents (Adoption Included)
• Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement
• Benefits Eligibility Effective Day One
• 401K with Employer Match
• Tuition Reimbursement After One Year of Service
• Fertility Assistance Program
• Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service
  
  
  

The Senior Manager, Global Compensation, is a hands-on position responsible for the formulation, design, maintenance, and administration of incentive and equity plans that are part of Ryan’s Global compensation programs and policies. This position works closely with Divisional Presidents, Practice Leaders, Principals, the CHRO, other Corporate (GSS) functions, key internal committees, and external vendors. The Senior Manager is responsible for creating positive team member experiences, which lead to excellent client service and drive revenue and profit for the Firm.

The ideal candidate will have exceptional technical, project management, and problem-solving skills, coupled with strong people skills. The successful candidate will be a quick learner, able to coach, develop, and mentor a team, and collaborate cross-functionally to ensure the successful administration and execution of total rewards initiatives. Successful Ryan team members embrace and live Ryan’s values of Pursue Excellence, Wired to Win, Generosity Matters, Build Trust and Integrity Always, and will embody and demonstrate accountability.

People

Duties and Responsibilities:

• Create a positive team member experience and effectively lead the team in achieving its yearly goals
• Coach and develop a team, including providing day-to-day support as needed, in addition to long-term development and mentorship. Manage performance and set expectations clearly with each team member.
  
  
  

Client

• Works with employees, vendors, and brokers to handle compensation and incentive inquiries and issues, ensuring quick, equitable, and courteous resolution.
  
  
  

Value

• Lead and execute executive and incentive compensation programs, including design, benchmarking, and administration; serve as a hands-on partner in developing and implementing compensation strategies.
• Design, build, and evolve compensation programs and structures from the ground up, leveraging prior experience in establishing or rebuilding compensation frameworks within complex or global organizations, including exposure to M&A, integration, and harmonization efforts.
• Partners with the Business Partners, Talent Acquisition, Finance, and business leaders on strategy formulation and administration of the Firm’s incentives and equity plans.
• Develops a strong understanding of the various business units, their financials, and customer strategies, which informs incentive compensation plan design
• Develops, implements, and maintains incentive programs and other variable pay programs across all geographic areas, including calculations, communications, and processing through HRIS systems.
• Develop and administer equity programs, including educating team members, maintaining documents and data records, and preparing reports for Board Meetings as needed.
• Leads design, execution, and project management of incentives and equity plans globally.
• Creates and maintains all compensation plan documents, ensuring global compliance.
• Acts as a Project Manager with the due diligence process and manages the compensation integration process for mergers and acquisitions, and international expansion.
• Creates and maintains compensation philosophy and policy documents, including incentive compensation programs globally in coordination with local support and Ryan's overall global philosophy. Partners with the rest of the Total Rewards team to support Firm initiatives, ensure alignment across programs, and provide a consistent team member experience.
• Presents incentive and equity recommendations and findings to top leaders, including the CEO. Strong executive presence and presentation skills are required.
• Partner with HRIS and Payroll to maintain data accuracy of incentive data in compensation systems and reporting.
• Monitor trends, best practices, and regulatory requirements related to compensation and recommend adjustments to maintain compliance and competitiveness.
• Ability to function well in a fast-paced environment, as well as respond to changing priorities quarter to quarter.
• Perform other duties and special projects as assigned.
  
  
  

Education And Experience

Bachelor’s degree in Human Resources or related field, or equivalent combination of education and experience required, with at least seven to ten years of progressively responsible experience in compensation and incentive administration.

International compensation exposure desired. Including fluency in other languages (i.e, Spanish, Portuguese, or French),

Computer Skills

Advanced Project Management skills are required.

• Advanced proficiency in Microsoft® Excel, Word, Outlook, and PowerPoint.
• Experience with HRIS systems; Workday experience required.
• Full proficiency with market pricing and compensation analytics tools (e.g., AON, Mercer, Radford, WTW).
  
  
  

Certificates And Licenses

The following are preferred:Certified Employee Benefit Specialist (CEBS) certification, Certified Compensation Professional (CCP), Professional in Human Resources (PHR) certification, Senior Professional in Human Resources (SPHR), Global Professional in Human Resources (GPHR).

Supervisory Responsibilities

Desired supervisory skills, including managing projects, training employees, assigning work, and making sound business decisions while representing the Firm.

Work Environment

• Standard indoor working environment with long periods of computer work.
• Regular interaction with employees and leaders across the firm.
• Occasional travel may be required (approximately 5–10%).
  
  
  

Equal Opportunity Employer: disability/veteran