Compensation Manager

Leads the design, implementation, and administration of global compensation programs that attract, motivate, and retain talent while ensuring alignment with business strategy, market competitiveness, and regulatory compliance across geographies. Acts as a strategic advisor and subject matter expert, partnering with HR, Finance, HR Business Partners, HR Technology, Talent Acquisition, and business leaders to drive consistent and effective compensation practices across regions.

Responsibilities

Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans; Align programs with the total rewards strategy and business objectives; Ensure balance between global consistency and local market requirements; Serve as a primary advisor to HR Business Partners and business leaders on pay decisions, offer strategy, job leveling and evaluation, internal equity, and market competitiveness; Interpret compensation policies and provide governance guidance; Lead benchmarking, survey participation, and market analysis; Develop and maintain salary structures, ranges, and geographic differentials; Provide actionable insights into market competitiveness and pay positioning; Lead key annual processes, including merit planning cycles, bonus planning and payout, and equity administration; Ensure accurate execution through partnership with HRIS and Finance; Deliver day-to-day support including job evaluations and pay administration; Ensure compliance with global and local compensation regulations, including pay transparency, labor laws, and employment standards; Support pay equity analysis, audits, and regulatory reporting; Maintain and enhance job architecture including job families, levels, and profiles; Ensure the integrity of compensation data within systems such as Workday and BetterComp; Support alignment of job structures to compensation frameworks; Lead or contribute to enterprise initiatives, including global compensation harmonization, incentive plan design and optimization, and M&A due diligence and integration; Support evolution of global compensation operating model and governance

Requirements

Bachelor's degree (or equivalent knowledge) in Human Resources or a related field; Eight (8) years of compensation experience in a centralized compensation department; Experience delivering both compliance-based and consultative compensation solutions to internal clients; Experience using HR technology platforms such as Workday (preferred), Oracle Cloud HR, or SAP SuccessFactors; Experience using compensation administration software such as BetterComp, CompAnalyst or MarketPay; Influences compensation outcomes across business groups and geographies; Owns complex compensation programs and frameworks; Operates within a centralized global model with regional alignment; Acts as a key contributor to enterprise-wide Total Rewards strategy; Deep expertise in compensation design, governance, and market practices; Strong analytical and problem-solving skills, with the ability to interpret complex data and translate insights into action; Knowledge of global compensation regulations and frameworks; Ability to influence decision-making in a matrixed organization; Strong stakeholder management and communication skills; Experience with HRIS (e.g., Workday) and compensation tools; Demonstrated ability to lead through influence, expertise, and sound judgment; Demonstrated success leading cross-functional and global initiatives; Ability to provide strategic recommendations to senior leaders grounded in data, market insights, and business context; Balances strategy development with hands-on execution

Nice to have

Master's degree in Human Resources, Business Administration, Finance, or a related field; Certified Compensation Professional (CCP) issued by WorldatWork, SHRM-CP or SHRM-SCP issued by SHRM, or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) issued by HRCI; Global compensation experience across the Americas, EMEA, and APAC; Demonstrated ability to navigate global compensation frameworks and regulatory considerations across Americas, EMEA, and APAC