Expected Travel: Up to 10%
Requisition ID: 14300
Position SummaryThe Senior Compensation & Benefits Manager is responsible for the strategic design, implementation, administration, and continuous improvement of the Company's global compensation and benefits programs. This role ensures that compensation and benefit offerings are competitive, equitable, cost-effective, and aligned with the Company's business objectives while maintaining compliance with applicable laws and regulations.
The Senior Compensation & Benefits Manager partners closely with Human Resources, Finance, Payroll, Legal, and business leaders to develop compensation strategies that attract, motivate, and retain top talent.
Principal ResponsibilitiesCompensation- Develop and implement the Company's compensation philosophy and strategy.
- Design, administer, and evaluate base salary, incentive and variable pay, reward and recognition programs.
- Participate in the design and review of Sales Incentive/Commission programs.
- Lead annual compensation planning activities, including salary increases, incentive payouts, and promotional adjustments.
- Conduct market pricing analyses using compensation surveys and benchmarking tools.
- Recommend salary structures, pay grades, and geographic differentials.
- Ensure internal equity and external competitiveness.
- Perform pay equity analyses and recommend corrective actions where appropriate.
- Provide compensation guidance for promotions, transfers, reorganizations, acquisitions, and new hires.
- Support the HR team in developing competitive compensation offers.
- Develop executive and leadership compensation recommendations.
Benefits- Develop and oversee the Company's health, welfare, retirement, wellness, leave, and voluntary benefit programs.
- Manage relationships with brokers, consultants, carriers, and third-party administrators.
- Lead annual benefits renewal and open enrollment processes.
- Evaluate benefit plan effectiveness and employee utilization.
- Recommend plan changes to improve employee experience while managing costs.
- Monitor vendor performance and negotiate contracts.
- Support employee education and communication regarding benefit offerings.
- Monitor compensation trends and recommend program enhancements.
Compliance- Take a lead role in internal benefits and compensation committees.
- Ensure compliance with all applicable federal, state, and local employment laws and regulations, including but not limited to:
- Fair Labor Standards Act (FLSA)
- Equal Pay Act
- ERISA
- COBRA
- HIPAA
- Affordable Care Act (ACA)
- Internal Revenue Code provisions applicable to employee benefits
- Wage and hour regulations
- Pay transparency requirements
- State leave laws
- Coordinate compensation and benefits audits.
- Maintain required documentation and reporting requirements
- Participate in mergers, acquisitions, divestitures, and due diligence activities.
Employee Mobility- Develop, administer, and oversee the Company's global mobility programs, including international assignments, expatriate and repatriation programs, tax equalization, immigration coordination, and mobility-related policies, ensuring compliance with applicable employment, tax, and immigration regulations.
- Manage the Company's domestic and international employee relocation programs by developing policies, partnering with relocation service providers, overseeing relocation benefits and budgets, and ensuring a positive employee experience while supporting business and talent acquisition objectives.
- Serve as the primary relationship manager for the Company's Professional Employer Organization (PEO), overseeing contract administration, service level performance, compliance, payroll and benefits coordination, issue resolution, and ongoing vendor evaluation to ensure high-quality, cost-effective service delivery aligned with business objectives.
Education / Experience Requirements- Bachelor's degree in human resources, Business Administration, Finance, Accounting, Economics or Related field. Master's degree preferred.
- 8-10+ years of progressive compensation and benefits experience.
- 3-5 years of leadership experience.
- Experience designing compensation programs.
- Experience managing health and welfare benefit plans.
- Experience supporting executive compensation preferred.
- Experience in multinational organizations preferred.
- Experience with mergers, acquisitions, or organizational transformations preferred.
Specialized Skills / Other RequirementsStrong knowledge of:- Compensation strategy
- Job evaluation methodologies
- Market pricing
- Salary surveys
- Incentive plan design
- Benefits administration
- Retirement plans
- Pay equity
- HRIS systems
- Payroll processes
- Employment law
- Financial analysis
- Budget management
Skills- Strategic thinking
- Data analysis
- Financial acumen
- Project management
- Vendor management
- Executive presentation skills
- Negotiation
- Relationship building
- Leadership
- Decision making
- Problem solving
- Communication
- Confidentiality
Preferred CertificationsOne or more of the following:
- Certified Compensation Professional (CCP)
- Certified Employee Benefit Specialist (CEBS)
- SHRM-SCP
- SPHR
- Global Remuneration Professional (GRP)
Systems ExperienceExperience with one or more:
- UKG
- Microsoft Excel (advanced)
- HR analytics and reporting tools
Physical Requirements- Ability to work in an office or remote environment.
- Ability to use a computer for extended periods.
- Occasional domestic and international travel may be required.
Work EnvironmentThis position operates in a professional office environment and may require occasional travel to Company locations, vendor meetings, or industry conferences.
Competencies- Business Acumen
- Strategic Agility
- Analytical Thinking
- Customer Focus
- Collaboration
- Integrity and Ethics
- Change Leadership
- Innovation
- Results Orientation
- Talent Development
- Executive Presence
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At Ingenyx, we follow a comprehensive hiring process. We do not accept unsolicited resumes from agency recruiters or 3rd party firms. We do not make unsolicited job offers. We do not ask for money or require equipment purchase up-front.
