Compensation Sr. Manager

Compensation Senior Manager

Role Name: Compensation Senior Manager

Department Name: Total Rewards

Role GCF: 6A

Role Description:

The Compensation Senior Manager serves as a strategic advisor and business partner to deliver world class end-to-end support across all facets of compensation. This role blends deep subject matter expertise with business acumen to guide (HR) business partners on compensation-related decisions that drive attrition, motivation and retention of staff.

Acting as a trusted partner, the Senior Manager will contribute to the design and implementation of new future ready compensation programs and frameworks, using analytical rigor to turn insights into impactful recommendations. Key focus areas of this role will be on supporting the annual compensation cycle, holistic organizational design & job leveling, leveraging AI, automation & tech to drive continuous process improvement, and playing a leadership role in global rewards projects. With a continuous improvement mindset, and staying abreast of market trends & developments, it will also drive simplification, automation, and process enhancements to elevate the efficiency and effectiveness of the Total Rewards function.

Roles & Responsibilities:

• Act as trusted compensation partner delivering high-quality consultative guidance and strategic support on all compensation-related topics to (HR) business partners.
• Support the seamless execution of the year-end cycle, including base, bonus, and equity planning, in close collaboration with (HR) business partners and the global Total Rewards team.
• Support compensation benchmarking initiatives by leveraging external survey data and internal analytics to ensure market competitiveness and internal equity.
• Provide strategic input and guidance on org design, role creation, job leveling, and internal mobility decisions for supported client groups.
• Drive or contribute to the execution of global compensation initiatives, such as M&A, pay equity & transparency analysis, compensation framework redesign, or job architecture development.
• Partner with global leadership to contribute to the design, rollout, change management, and refinement of future oriented compensation programs & frameworks that align with business goals and market practices.
• Use strong analytical skills to translate complex data into insights and compelling narratives that influence decision-making and drive strategy.
• Identify opportunities to streamline & simplify processes, reduce manual effort, and enhance user experience through automation, technology and digital tools.
• Ensure compliance with labor laws, pay equity & transparency legislations, tax regulations, and corporate governance policies.
• Support the development and implementation of SOPs, knowledge bases, and training materials different audiences like (HR) business partners, Talent Acquisition, Tier 2 and Tier 3.

Basic Qualifications and Experience:

• Masters degree in Human Resources, Finance, Business, or related field
• 12+ years of progressive experience in compensation or Total Rewards, with experience supporting senior leadership in a consultative capacity
• Proven success managing complex compensation cycles and designing compensation programs in a matrixed, global environment

Skills:

• Strong understanding of job architecture, market pricing, salary structures, incentive plan design, and equity compensation.
• Exceptional analytical skills with the ability to interpret data, generate insights, and tell compelling, data-driven stories.
• Experience with compensation tools (e.g., Workday, Radford, Mercer, WTW, MarketPay) and data visualization platforms (e.g., Visier, Tableau, Power BI) is a plus.
• Demonstrated ability to influence and collaborate effectively across HR, Finance, and business leadership.
• Adept at managing ambiguity and competing priorities while maintaining a focus on delivery and continuous improvement.
• Strong project management skills and comfort driving work from strategy through execution.
• Experience in continuous improvement methodologies (e.g., Lean, Six Sigma) is a plus.