The Senior Compensation Manager is responsible for leading the global compensation function for the company. This position provides strategic direction while planning, developing and implementing new and revised compensation programs, policies and procedures to be responsive to the company's goals and competitive practices. This position is also responsible for ensuring through audits, legal reports and personal interactions that company compensation programs are consistently administered in compliance with company policies and government regulations.
- Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives; coordinates implementation and provides guidance to corporate staff.
- Establish and enhance global compensation policies and practices related to job evaluation, salary and incentive structure, and salary surveys necessary to ensure competitive positioning.
- Partner with HR Business Partners to advise staff on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs.
- Manages the administration of direct compensation (executive, exempt and nonexempt cash compensation programs) for staff, including the processing, recording and reporting of compensation-related actions related to employees. Provide job grade assessment through market pricing and internal equity evaluations.
- Assist in the writing and evaluation of job profiles, as necessary. Ensure positions are appropriately classified under the US Fair Labor Standards Act.
- Complete special projects as needed (including data compilation, data analysis, report preparation, etc.). Projects may require direct interaction with HR and/or business unit leadership.
- Manages the selection, budgeting and participation in all global salary surveys and manages and partners with external consultants to drive change.
- Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance.
Required Education and Experience
- Bachelor's degree in business, human resources or related field required.
- 12 years of overall progressive Compensation or closely related HR experience with at least five years leading a compensation function.