Manager Compensation


Kansas City, KS

Industry: Metals & Mining


8 - 10 years

Posted 244 days ago

  by    Josh Slimmer

This job is no longer available.

The Compensation Manager is responsible for managing the compensation function for all business units. The compensation manager plans, develops and implements new and revised compensation programs, policies and procedures to be responsive to the company's goals and competitive practices. This position is also responsible for ensuring through audits, legal reports and personal interactions that company compensation programs are consistently administered in compliance with company policies and government regulations; as well as provide compensation technical counsel and expertise.

?                    Researches, develops and implements compensation strategies and plans ensuring alignment with corporate and business unit objectives. Monitors the effectiveness of compensation strategies, policies, guidelines and procedures recommending plan revisions as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives. Coordinates implementation and provides guidance to corporate Human Resources staff.

?                    Manages the administration of direct compensation (executive, exempt and nonexempt cash compensation programs) for all business units, including the processing, recording and reporting of compensation-related actions related to salaried employees.

?                    Manages the assessment of the business needs and impacts of existing and new compensation programs. Performs financial modeling & analysis; determines the impact of design changes on compensation and company financials.  Responsible for the planning, designing and implementation of new programs based on these needs and analysis.

?                    Timely prepares executive presentations for the Compensation Committee, Sr. Management Team, Vice Presidents, etc.; with a high degree of accuracy. Designs tools, guidelines, templates and communication materials to effectively educate employees, managers and executives on all pay programs.

?                    Analyzes the company?s incentive plans to ensure viability and that they are achieving their intended objectives. This includes the development and administration of short/medium/long term incentive programs and deferred compensation. These could be for a particular segment such as sales.   

?                    Prepares and delivers recommendations and action plans to address identified pay discrepancies or opportunities for improvement with HR and business unit executives.

?                    Establish guidelines for base pay structure analysis, administration and governance for all countries with our employees.

?                    Keeps apprised of federal, state and local compensationlaws and regulations to ensure company compliance.

?                    Supervises the participation in, conducts and/or purchases exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved.


?        Minimum of eight years of experience in job evaluation and compensation design, policies, and practices including

?        Two years of experience supervising compensation analysts.

?        Two years of Executive Compensation experience.

?        Certifications, e.g., CCP, PHR, and/or SPHRpreferred.

?        Strong experience in managing base pay programs and incentive pay programs across a global platform in partnership with a global HRIS system.

?        Maintains a high level of analytical skills including proficiency in spreadsheet and data base applications.

?        Communicates effectively and professionally (verbally and written) with all level of employees and management.

?        Fluid in excel with ability to reconcile spend, provide cost estimates and key assumptions for annual planning process as well as other times throughout the year.

?        Maintains a high level of analytical skills including proficiency in spreadsheet and data base applications.

?        Develop base pay and total cash integration strategies for employees.

?        Ensure internal equity analyses are completed to address pay discrepancies by business unit, job family or protected class.

?        Provide consultation to HR partners in the development of competitive salary offers, retention of key talent and career development plans.