Chemours is seeking a
Compensation Manager to join our growing Total Rewards team. This position will be available at the
Wilmington, DE Headquarters and report directly to the Vice President of Total Rewards & HR Operations.
The Compensation Leader will lead broad-based compensation for the Americas region, as well as AIP (annual incentive program) design and administration for Chemours globally.
This role will serve as a Compensation SME and have significant input into the development, implementation, and administration of Chemours' global compensation strategies and programs. This leader will ensure programs support business objectives, are externally competitive, internally equitable, and compliant with all regulatory requirements. Will partner closely with peers across the Total Rewards, executive leadership, HR Business Partners, and external consultants to design and deliver innovative compensation solutions that attract, motivate, and retain top talent.
The responsibilities of the position include, but are not limited to, the following:- Execute the global compensation strategy aligned with Chemours' business objectives, values, and total rewards philosophy.
- Lead the design, implementation, and administration of base salary, AIP (annual bonus/incentive programs), sales incentive plans, and recognition programs.
- Oversee annual compensation planning processes, including merit cycle, industry and role benchmarking, market analysis, and salary structure reviews.
- Provide thought partnership around compensation program and process design and administration, ensuring best practices, ongoing process improvements, identifying automation and AI opportunities, and partnership with HR Technology to ensure Workday is being maximized for supporting compensation processes.
- Provide strategic counsel and guidance to executive leadership and HR teams on compensation-related matters, including job evaluations, pay equity, re-orgs, and market competitiveness reviews.
- Lead the creation and advocacy of compensation guidelines for Chemours globally, designed to ensure fairness and consistency in pay practices across the organization, as well as ongoing education of compensation guidelines for leaders and HR Partners.
- Ensure compensation programs meet regulatory compliance (FLSA, Dodd-Frank, SEC, IRS, Pay Transparency, etc.) and reporting requirements.
- Manage relationships with external compensation consultants, survey providers, and vendors.
- Monitor industry trends, best practices, and regulatory developments to ensure Chemours remains a market leader in compensation.
- Lead, mentor, and develop a high-performing compensation team.
- Drive continuous improvement through data analysis, program evaluation, and process optimization.
The following is required for this role:- Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
- 10+ years of progressive compensation experience, including at least 3 years in a leadership role.
- Experience designing and managing global compensation programs in a large, matrixed organization.
- Strong analytical, project management, and communication skills.
- Proven ability to partner with senior leaders and influence outcomes.
- Deep knowledge of relevant laws, regulations, and compliance requirements.
- Demonstrated commitment to diversity, equity, and inclusion in compensation practices.
The following is preferred for this role:- Masters Degree strongly preferred
- Certified Compensation Professional (CCP) or similar designation strongly preferred.
Benefits:Competitive Compensation
Comprehensive Benefits Packages
401(k) Match
Employee Stock Purchase Program
Tuition Reimbursement
Commuter Benefits
Learning and Development Opportunities
Strong Inclusion and Diversity Initiatives
Company-paid Volunteer Day
Pay Range (in local currency):
$141,120.00 - $220,500.00
Chemours Level:
28
Annual Bonus Target:
16%
The pay range and incentives listed above is a general guideline based on the primary location of this job only and not a guarantee of total compensation. Factors considered in extending a compensation offer include (but are not limited to) responsibilities of the job, experience, knowledge, skills, and abilities, as well as internal equity, and alignment with market data. The incentive pay is dependent on business results and individual performance and subject to the terms and conditions of the specific plans.
