Education
- Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Analytics, or a related field required.
- Master's degree preferred.
Experience
- Minimum of 8 years of progressive Human Resources, compensation, analytics, or total rewards experience.
- Minimum of 5 years of experience supporting global or multi-country compensation programs.
- Workday HCM, Workday Compensation, and/or Workday reporting experience required.
- Experience developing and administering compensation structures, salary ranges, job architecture, market pricing, and annual compensation processes.
- Experience supporting a geographically dispersed workforce and working with HR or business leaders across multiple countries.
- Prior experience leading, coaching, or supervising employees preferred.
- Experience in a corporate, global, manufacturing, industrial, or similarly complex organization strongly preferred.
- Professional certifications such as CCP, GRP, SHRM-SCP, SPHR, or related certifications are preferred.
Knowledge, Skills, and Abilities
- Strong knowledge of global compensation principles, market-pricing practices, salary structures, job evaluation, and pay governance.
- Demonstrated ability to analyze complex data and develop clear, actionable recommendations.
- Strong financial and analytical skills with advanced proficiency in Excel and HR analytics/reporting tools.
- Ability to work effectively with large data sets and translate data into executive-level insights.Knowledge of compensation survey methodologies and providers.
- Strong understanding of the relationship between compensation, talent management, workforce planning, and organizational strategy.
- Excellent communication and presentation skills, with the ability to influence leaders at all levels.
- Ability to manage sensitive and confidential information with discretion.
- Strong project management and organizational skills.
- Ability to operate effectively in a matrixed, global environment with competing priorities.
The
Global Compensation and Analytics Manager is responsible for leading global compensation strategy, programs, analytics, and governance while also serving as the primary HR business partner for Corporate employees. This position combines strategic compensation expertise, advanced workforce and compensation analytics, and hands-on HR management responsibilities.
Reporting to the HR Director, HCM and Global Compensation, the Manager will support a global workforce across multiple countries and work closely with HR, Finance, business leaders, and other Centers of Excellence to ensure compensation programs are competitive, equitable, compliant, and aligned with the Company's business strategy.
The position will lead one direct report and play a key role in advancing the Company's compensation capabilities, global pay structures, job architecture, market pricing, annual compensation processes, and data-driven HR decision-making. The role will also provide day-to-day HR leadership and support to employees and leaders within the Corporate office.
Essential Duties and Responsibilities- Lead the development, implementation, administration, and continuous improvement of global compensation programs, policies, processes, salary structures, job architecture, and market-pricing practices.
- Partner with the HR Director to develop and execute global compensation strategies that support business growth, talent attraction and retention, internal equity, pay-for-performance, and market competitiveness.
- Lead annual compensation processes, including merit increases, salary planning, incentive and variable compensation programs, and related budget and financial analysis.
- Conduct complex compensation and workforce analyses and provide recommendations on market competitiveness, salary positioning, internal equity, promotions, retention, organizational changes, and other compensation decisions.
- Develop and maintain compensation, workforce, and HR analytics, dashboards, reports, and executive presentations that provide actionable insights and support strategic decision-making.
- Analyze workforce and compensation data, including headcount, turnover, compensation trends, job architecture, salary positioning, and other key metrics, and translate findings into clear recommendations for leadership.
- Partner with HR, Finance, and business leaders on compensation planning, workforce planning, organizational analysis, and related initiatives.
- Establish and maintain consistent compensation and analytics processes, data standards, governance practices, and controls to support accuracy, equity, compliance, and scalability across the global organization.
- Serve as the primary HR business partner for Corporate employees and leaders, providing strategic and operational support related to workforce planning, employee relations, performance management, compensation, employee development, engagement, and organizational effectiveness.
- Lead, coach, and develop one direct report and promote effective, efficient, and scalable work practices.
- Collaborate with global HR teams, business leaders, Finance, and other Centers of Excellence to align compensation and workforce strategies with business needs.
- Lead or support cross-functional HR, compensation, analytics, and technology initiatives, including the implementation and optimization of Workday HCM, Compensation, reporting, and analytics capabilities.
- Partner with Legal and external advisors, as needed, to address compensation-related regulatory and compliance requirements across global locations.
- Perform other duties and responsibilities as assigned.
