Senior Manager Compensation

Senior Manager, Compensation

At our Company, we grow People, Brands, and Businesses! We are seeking a talented Senior Manager for Compensation who will serve as a strategic advisor to the business and HRBPs on global pay decisions, offering advanced data analysis and insights to support compensation strategies that align with both business objectives and long-term talent needs. This role serves as a thought partner to Compensation Leadership, collaborating to refine and shape compensation strategies and decisions. This role also takes ownership of leading enterprise-wide compensation initiatives as it relates to salary management and developing/implementing solutions for complex pay challenges.

Take this opportunity to join North America's leading business solutions provider and build your career working with amazing people in a growing industry! Apply today!

What we offer:
Full-Time Benefits (Medical, Dental, Vision, Life)
401(k) with company match
Training and Career Development
Generous Paid Time-Off

Responsibilities:

Serve as a strategic advisor to the business and HRBPs on pay decisions, providing advanced data analysis and actionable insights to support the development and execution of compensation strategies that align with business objectives and long-term talent needs

Partner with Compensation Leadership to refine philosophy and drive enterprise-wide initiatives, addressing complex pay issues and ensuring alignment across the organization

Support ongoing coaching and education efforts on compensation principles, pay philosophy, and best practices to foster a deeper understanding of compensation strategies at all levels

Lead, mentor, and develop a team of analysts and senior analysts, providing guidance, prioritization, and support to drive high-quality deliverables, professional growth, and alignment with enterprise compensation strategies

Ensure effective workload management, skill development, and collaboration within the team to support key compensation processes and initiatives

Manage the ongoing development and maintenance of the job catalogue, ensuring accuracy in job architecture elements, and spearheading improvements to reflect organizational changes

Collaborate on enterprise-wide job architecture projects and ensure alignment with compensation strategy

Manage the recommendation and execution of ongoing pay analysis initiatives with internal and external teams

Manage the administration of the annual compensation cycles, overseeing system testing, developing and coordinating key communications, and ensuring the execution of salary increases

Partner with stakeholders to address pay equity considerations, providing insights and recommendations to ensure alignment with internal equity and market competitiveness

Conduct ad hoc analysis to support compensation initiatives

Manage the participation in annual and ad hoc salary surveys to ensure the company remains competitive and up to date with the latest compensation trends

Use survey data to identify market shifts and make strategic recommendations for compensation structure adjustments

Oversee market data tools and processes used for pay analysis and benchmarking

Experience:

8+ years of progressive compensation experience, including at least 3 years in a leadership, consultative, or strategic advisory capacity.
Demonstrated experience influencing and partnering with senior business leaders and HRBPs to shape and implement compensation strategies.
Proven experience managing or mentoring a team of compensation professionals.

Technical Skills:

Advanced proficiency in Excel and data analysis; ability to interpret complex compensation data and communicate findings effectively.
Experience with compensation market pricing platforms (e.g., CompAnalyst, Mercer WIN, ERI Salary Assessor).
Strong working knowledge of compensation principles, job architecture, pay equity analysis, and incentive administration.

Supervisor Responsibility:
Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources
Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills:

Advanced proficiency in Excel and data analysis with ability to interpret complex compensation data and communicate findings effectively

Strong working knowledge of compensation principles, job architecture, pay equity analysis, and incentive administration

Experience with compensation market pricing methodologies and survey participation

Strong business acumen with ability to translate compensation strategy into practical, scalable solutions

Ability to navigate complex pay issues, provide sound recommendations, and influence outcomes at multiple organizational levels

Excellent communication and presentation skills with ability to coach and educate leaders on compensation principles

Experience leading enterprise initiatives, driving process improvements, and managing multiple high-impact projects

Job Will Remain Open Until Filled

The Company is one of North America's leading sales and marketing agencies specializing in outsourced sales, merchandising, category management and marketing services to manufacturers, suppliers and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

Serve as a strategic advisor to the business and HRBPs on pay decisions, providing advanced data analysis and actionable insights to support the development and execution of compensation strategies that align with business objectives and long-term talent needs

• Partner with Compensation Leadership to refine philosophy and drive enterprise-wide initiatives, addressing complex pay issues and ensuring alignment across the organization

• Support ongoing coaching and education efforts on compensation principles, pay philosophy, and best practices to foster a deeper understanding of compensation strategies at all levels

• Lead, mentor, and develop a team of analysts and senior analysts, providing guidance, prioritization, and support to drive high-quality deliverables, professional growth, and alignment with enterprise compensation strategies

• Ensure effective workload management, skill development, and collaboration within the team to support key compensation processes and initiatives

• Manage the ongoing development and maintenance of the job catalogue, ensuring accuracy in job architecture elements, and spearheading improvements to reflect organizational changes

• Collaborate on enterprise-wide job architecture projects and ensure alignment with compensation strategy

• Manage the recommendation and execution of ongoing pay analysis initiatives with internal and external teams

• Manage the administration of the annual compensation cycles, overseeing system testing, developing and coordinating key communications, and ensuring the execution of salary increases

• Partner with stakeholders to address pay equity considerations, providing insights and recommendations to ensure alignment with internal equity and market competitiveness

• Conduct ad hoc analysis to support compensation initiatives

• Manage the participation in annual and ad hoc salary surveys to ensure the company remains competitive and up to date with the latest compensation trends

• Use survey data to identify market shifts and make strategic recommendations for compensation structure adjustments

• Oversee market data tools and processes used for pay analysis and benchmarking

Environmental & Physical Requirements
Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties
Job duties include additional responsibilities as assigned by one's supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.